Welfare to Work

Phase 2

Provincial and Territorial Updates

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NOVA SCOTIA

Phase 2 Provincial Update

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Summary

In Nova Scotia, Employment Support Services (ESS) is part of the Income and Employment Support Services Division and is administered by the Department of Community Services.

ESS is responsible for the development of employment related initiatives for individuals in receipt of income assistance throughout the province.

The vision of ESS is "to encourage and empower individuals in moving toward employability and increased self sufficiency". The objective of ESS programming is to support income assistance recipients to increase employability and promote self sufficiency by facilitating access to upgrading, training programs and job opportunities.

ESS provides services based on the results of an employability assessment. This assessment engages the client in the creation of an employment action plan that will assist with the move to self sufficiency in the most time and cost efficient manner, while also encouraging recipients to engage in life long learning. The assessment is asset based, and uses career development practices.

The province of Nova Scotia introduced new legislation on August 1, 2001 which makes participation in employability activity mandatory for those recipients and/or the spouse of a recipient deemed appropriate through an employability assessment. Income assistance will not be granted or continued to people who refuse to accept employment that is within their capability, or to participate in employability enhancing activities. Applicants and recipients have the right to appeal decisions on any matter relating to their entitlement to benefits as well as those decisions made within the ESS program.

Non-participation in ESS is accepted in situations where the individual’s circumstances indicate that participation at this time is not appropriate. These individuals are temporarily excused from participation as part of their ongoing eligibility for assistance, and a caseworker will review the situation, making a referral to ESS if and when the circumstances change.

In keeping with the Department’s objective to provide active employment benefits and measures in order to support labour market attachment and place a stronger focus on self reliance/self sufficiency, the focus of employment support services has broadened from facilitating a short term attachment to employment to a longer term commitment to supporting individuals to enhance employability skills.

ESS caseworkers ensure that required services can be delivered by the Department or by community based partners in a timely manner that is responsive to recipient need and consistent with external demands, such as industry and labour market trends before agreeing to the employment action plan. These services include but are not limited to:

ESS staff ensure that clients receive the financial supports required to carry out the employment action plan. These supports can include child care and transportation allowances, as well as an array of other employability related special needs. Clients who become employed are eligible for a one time "new start" allowance, in addition to having the employment related special needs included as part of their basic entitlement before the calculation of the incentive policy.

ESS follows one set of standards across the province, although there may be some local variance in the way the program is delivered. This variance is generally based on resource availability and the local economy. The program is designed to ensure that participants not displace workers already holding paid jobs in the local economy.

About 14,000 participants are involved in ESS programming per year. It is expected that this number will rise with the introduction of the new legislation.

In offices where numbers are larger, group orientation sessions are held for recipients. These sessions are generally held on site in the district office, and sometimes include a self administered employability assessment. Individual planning, assessment and career counselling takes place on a one-on-one basis. ESS staff are expected to continuously monitor the services provided to recipients. This requires ongoing contact with recipients and service providers to ensure that appointments are kept and that appropriate and effective services are provided with minimum delay.

In addition to existing formal and informal program evaluations, the department plans to continue to refine current evaluation policies and practices, and to work with both in house and outside resources to accomplish this goal. There is a desire to gather both quantative and qualitative measures of success for participants in ESS.

The complete legislation and policy governing ESS can be viewed at http://gov.ns.ca/coms/manual/

Welfare-to-Work Programs

Program

Employment Support Services (ESS)

Description

In Nova Scotia, Employment Support Services (ESS) is part of the Income and Employment Support Services Division and is administered by the Department of Community Services.

ESS is responsible for the development of employment related initiatives for individuals in receipt of income assistance throughout the province.

The vision of ESS is "to encourage and empower individuals in moving toward employability and increased self sufficiency". The objective of ESS programming is to support income assistance recipients to increase employability and promote self sufficiency by facilitating access to upgrading, training programs and job opportunities.

ESS provides services based on the results of an employability assessment. This assessment engages the client in the creation of an employment action plan that will assist with the move to self sufficiency in the most time and cost efficient manner, while also encouraging recipients to engage in life long learning. The assessment is asset based, and uses career development practices.

In keeping with the Department’s objective to provide active employment benefits and measures in order to support labour market attachment and place a stronger focus on self reliance/self sufficiency, the focus of employment support services has broadened from facilitating a short term attachment to employment to a longer term commitment to supporting individuals to enhance employability skills.

The objective of ESS programming is to support income assistance recipients in moving from welfare to work by promoting self-sufficiency and enabling access to upgrading, training programs and job opportunities. Sub-programs include Employment Assistance for Persons with Disabilities (EAPD), Work Activity programs, Assessment Services, Career Counselling, Job Search Centres, Summer Youth Initiatives, and referrals to a large network of community based service providers.

ESS caseworkers ensure that required services can be delivered by the Department or by community based partners in a timely manner that is responsive to recipient need and consistent with external demands, such as industry and labour market trends before agreeing to the employment action plan. These services include but are not limited to:

ESS staff ensure that clients receive the financial supports required to carry out the employment action plan. These supports can include child care and transportation allowances, as well as an array of other employability related special needs. For example:

Partnerships with people and communities are vital to addressing social needs and preventing social problems, including future dependence on income assistance.

ESS is committed to using specific service filters that assist with the move to self sufficiency. These filters include inclusion, community capacity building, life long learning, acknowledgement of prior learning, and prevention of future dependency.

Goals

ESS has the following goals:

Program Rationale

Until August 1, 2001, there were three tiers of income assistance service delivery in Nova Scotia:

The Income Assistance Program was first delivered as a pilot beginning i August 1995 as part of social assistance restructuring. At that time, nine municipalities were amalgamated into the Cape Breton Regional Municipality (CBRM). The program, delivered by the province, was operated in three regional government sites: CBRM, Halifax Regional Municipality (HRM) and Queens Regional Municipality (QRM).
Municipal social assistance operated outside amalgamated sites, i.e., outside CBRM, HRM and QRM. Most social assistance applicants entered or applied through this system. The focus was on short-term assistance and moving the recipient to self-sufficiency, preferably through employment
The Family Benefits Program, delivered by the province, served people who required longer-term support (e.g., people with disabilities, sole-support parents). Consideration is now being given to how to transfer these recipients into employment streams.

Social assistance restructuring continues to be part of the general reform agenda of government in Nova Scotia.

In concert with the reform of municipal governance, the delivery of Municipal Social Assistance and Family Benefits has now been integrated. By April 1, 1998, delivery of all social assistance in Nova Scotia became the responsibility of the provincial government. At that time, ESS became province-wide.

On August 1, 2001, the Province introduced legislation that dissolved the Family Benefits program and introduced the new program, entitled Employment and Income Assistance (ESIA). This resulted in harmonized rates and employability services for all individuals in receipt of income assistance within the province.

Program Activities

Main Activity

The primary purpose of ESS is to support individual self-sufficiency. To help income assistance recipients in moving from welfare to work, ESS provides services to the extent necessary to enable job ready recipients to gain entry-level employment in the shortest possible time through the least expensive means. ESS also provides services to individuals that have more extensive barriers to immediate employment in order to assist with the move to greater self sufficiency.

Specific Activities

The following activities are covered by the program either directly or through referral to community service providers:

The service delivery model relies on a coordinated continuum of support services. The model focuses on early intervention, with emphasis on the determination of employability soon after the time of application, a recipient-driven action plan, enhanced incentives and the provision of comprehensive employment services to address identified recipient needs.

When a person applies to ESS, an income assistance worker completes a financial application and asks three employability related questions to determine whether the applicant will be potentially required to participate in employment services as a part of continued eligibility.

Based on the results, appropriate recipients are referred to ESS for a comprehensive employability assessment, entitled the Nova Scotia Employability Assessment (NSEA). This assessment is conducted by appropriately trained staff and is based on the national career counselling standards.

The results of the NSEA are used to create an employment action plan which can involve a combination of services available through the ESS menu of services. Although services may vary from office to office, all services are required to meet specific standards and to be delivered using one or more of the service delivery filters and guiding principles.

The introduction of the new ESIA program removed the stringent streaming process that provided distinct services to job ready (Stream I) and less than job ready (Streams II and III) clients. It is now recognized that individuals who are job ready and actively seeking employment may benefit from personal development and counselling services formerly available to those who were addressing longer term barriers, and vice versa.

Recipients who are seeking employment may be referred to a job developer. The job developer is responsible for direct employment placement, the identification of job vacancies, marketing the skills of job-ready recipients to the employer community, matching individuals with job vacancies and contracting with employers to provide wage subsidy placements. This job development service is also available to individuals who are seeking on the job training and/or work experience as part of a developmental return to work plan.

In some offices, the services of a career service navigator or facilitator are made available to those recipients who require job search training. The career service navigator is responsible for information and referral services, brokerage of required service needs, job search clubs and job search support services. The navigator may help recipients with resumes, interview preparation, networking skills and job maintenance skills.

Most recipients are referred to a career counsellor, who is responsible for assessment, career counselling, brokerage services to appropriate training programs, financial support to assist with training, follow-up support services and information and referral services.

When the three employability participation questions used at application indicate that an individual is experiencing health or personal circumstances that results in a decision to not have participation in employability activity be a part of continued eligibility, the income assistance worker assigns a "bring-forward date", i.e., a date by which, after short-term or long-term interventions, the recipient may be suitable for referral to ESS. The income assistance worker remains involved with non employment matters related to income assistance eligibility even though the recipient may be under the direction of a case manager from ESS. The income assistance worker has case management responsibilities for all recipients not involved in employment services. In keeping with the principle of placing decision making closer to the recipient, ESS staff are now able to directly authorize employment related special needs to the levels provided for in policy.

ESS relies heavily on the resources and supports provided within local communities, although there are several sub programs delivered through the Department directly. The following sub programs are key to the success of ESS action plans:

Employment Assistance for Persons with Disabilities (EAPD): EAPD is a federal/provincial agreement that provides rehabilitation services to persons with disabilities. The Department of Community Services works closely with the Department of Education to deliver this program to persons with disabilities who are both recipients and non-recipients of income assistance. The primary eligibility criteria is the presence of a vocational handicap which has resulted in the individual not being able to either enter the labour market for the first time, or reenter the field in which he/she was previously employed. Services provided include grants to assist with education, technical aids, career counselling, vocational assessments, and on the job training.

Work Activity Projects Since 1966, work activity projects offer a longer term comprehensive program that reduces barriers to employment through assessment, skills development, academic upgrading and work experience. Emphasis has been placed on literacy programming and strengthening relationships with other community agencies. Participants have a variety of backgrounds and various disadvantages, disabilities and skill levels. Currently, there are five work activity projects, each with a manager responsible for project delivery. Not all participants are income assistance recipients. Criteria for selection include identified need for the program's services, participant's willingness to attend and no other service more appropriate. Participants are expected to participate on a full-time basis generally for a minimum period of six months.

Assessment Services: Assessment services are offered on both an internal and external basis. Services include comprehensive, formal assessments of vocational interests, academic aptitude and placement, interest inventories, Prior Learning Assessment portfolio development, and vocational counselling.

Career Counselling: ESS employment plans are created using career counselling. All career counselling experiences are client centered, and based in the nationally recognized career practitioner standards. Participants are offered career counselling on both an individual and group basis.

Job Search/Career Resource Centres: all offices either provide services directly or access community based services in the area of job search. Services include, but are not limited to, access to technology, telephone, fax and clerical support services. Workshops in the area of job search techniques, labour market information, self marketing and job development are provided on a regular basis.

Summer Youth Initiative: SYI began as a pilot to discover whether the provision of summer experiences to dependents of income assistance recipients would provide alternatives to income assistance for these youth. One component emphasizes summer employment, and other components provide opportunities through community projects and service learning, entrepreneurship development, camps, and other experiential learning opportunities. SYI has become a standard part of the ESS programming, and is being considered for expansion beyond the summer months.

Training and Educational Activities

Although training or education programs have not been developed specifically for ESS, incentives are provided to encourage participation in upgrading or skill training as needed to bring the recipient to job readiness for an entry-level position in their chosen occupation:

The career counsellor provides information on the inventory of upgrading and vocational training programs available through the Department of Education and Culture and supports the recipient in applying for a chosen program.

Employment-Based Activities

ESS includes measures to build strong links with local employers to help participants gain employment experience and find jobs. Part of the role of the job developer is to identify employer vacancies and to work with the employer community to obtain employer placements. The job developer also markets participants to employers and arranges interviews.

Program Design And Implementation

Responsibility for Design

The Department of Community Services was the primary department responsible for the design of the program. Other departments included Health, Education and Culture, Housing and Municipal Affairs, Economic Development and Human Resource Development Canada (HRDC).

Responsibility for Implementation

The Department of Community Services is responsible for the implementation and ongoing administration of the program.

Local Flexibility in Program Design and Implementation

There is one legislative authority, policy and program in the province as of August 1, 2001.

Although there is one set of standards, there may be some variance in procedures across the province in the way the program is delivered. The degree of and reason for variance are constantly under review.

Duration of the Program

No policy defines how long recipients can remain in receipt of income assistance or involved with Employment Support Services. The new ESIA program is non categorical in nature, assessing all individuals and spouses, where applicable, on individual employability.

Funding and Program Costs

Type and Amount of Financial Assistance for Participants

Financial assistance is provided to program participants on the basis of their eligibility for general social assistance. The following are provided under ESS:

Deadlines and Subsidies

Income assistance is not granted or continued to people who refuse to accept employment that is within their capability. Income assistance is also not granted to people who refuse to participate in an approved upgrading or training program to which they have been accepted and that is part of an agreed career plan.

A program participant can have additional sources of income and remain in the program. Employment incentives are designed to assist and encourage recipients to enter the workforce full-time.

Income incentive for recipients who become employed is calculated at 30% of the total net wages, after actual employability related expenses to allowable maximums are provided. In the case of self-employment, the income of a recipient includes 100% of the net profit from a business or self-employment. In the case of a new business, if a recipient agrees to participate with an approved third party delivery agent, a monthly wage is not assumed and social assistance is provided for a period not to exceed 18 months from the date of business start up.

Child support payments received by program participants affect the amount of financial assistance provided. The lack of predictability of child support payments is taken into account. If a non-custodial parent defaults on a maintenance payment and, therefore, a recipient does not receive maintenance income (and the maintenance income has been charged against the budget), the recipient may be provided emergency assistance.

Financial Incentives for Employers

Financial incentives are offered to employers through special programs. In particular, the targeted wage subsidy component formerly under the Compass program has continued as part of the ESS service menu.

Program Funding

Program funding for ESS is provided through the Department’s income assistance budget. Support for employment related special needs is accessed through the Special Needs program budget, and other agreements are financed jointly between the Department of Community Services, HRDC, and other appropriate provincial government departments.

Program funding increased during the last three years. When the Cape Breton pilot began in 1995, additional staff were hired. There has been no other incremental staffing since then.

Subsidized Child Care

Child-care expenses may be provided to cover actual costs associated with a recipient's attendance in an approved training plan. Costs may be covered on behalf of children up to 13 years of age and children with disabilities over 13 years. In extenuating circumstances, consideration may be given to cover the cost of child-care for children over the age of 13. Allowable expenses are based on actual costs, to a maximum allowable of $400 per month.

The supply of child-care spaces is not sufficient to meet the needs of program participants. Waiting lists for subsidized child care range from six months to two years. A Department of Community Services committee has been struck to study this problem and make recommendations. One result of that committee has been the creation of a portable subsidized seat program which allows the recipient to access a centre that is more geographically convenient. This project is still under review.

Assistance for child care is not covered if the care is provided by the non custodial parent, but can be if care is provided by family members.

Program Participants

Eligibility Criteria

ESS is provided to income assistance recipients who have an identified need based on a comprehensive assessment by an appropriately trained worker.

Caseloads

The number of participants involved in Employment Support Services is approximately 12,000 per year.

ESS is able to serve more people than in the past as there has been an emphasis in partnering to provide services within the community.

The following types of information are gathered about participants:

The assessment questions also take into consideration economic conditions, prior learning and experience, and is revised or updated as the participant gains additional experience.

Statistics are not kept in a standardized manner. The collection of standardized data is a goal of the program and is under review.

Recipients participate in an employability assessment, either on an individual or group basis, within eight weeks of the issuance of the first income assistance cheque.

Nature of Participation

Participation in ESS is mandatory for income assistance recipients deemed to be appropriate for participation. Income assistance may not be granted or continued to people who refuse to accept employment that is within their capability, an approved upgrading or training program or a job readiness process.

Income assistance is not granted for a period of six weeks from the date of the last pay cheque

Notwithstanding, minimal assistance may be issued if there is undue hardship during the six-week period.

Non-participation in ESS may be accepted in exceptional cases e.g., if there are personal health and safety issues such as those related to family violence. Family violence includes woman abuse, child abuse and adults in need of protection. The term family refers to two or more people related by kinship, affection, dependency or trust. Family violence can take the form of physical abuse, sexual abuse, psychological and emotional abuse, intimidation, neglect, deprivation, financial exploitation or ritual abuse.

If certain services stipulated by the program cannot be provided, a participant can postpone participation in that element of the program until those services become available.

Orientation and Follow-up

In offices with larger numbers of recipients, group orientation sessions are held for all employable recipients. A staff facilitator explains responsibilities and obligations, resources, program objectives and program processes. The sessions usually are in these sessions, the case is reviewed and benefits may cease or not begin. If further orientation is required, it is one-on-one.

The intake worker explains initial and ongoing eligibility requirements and the applicant's responsibilities, including job-search efforts and pursing other potential sources of income.

The income assistance worker conducts a home visit within three working days of assignment to the case to establish a good working relationship with the recipient. This staff worker explains the application and all other relevant declarations and forms that the applicant must complete and sign.

In terms of follow-up, the income assistance worker manages the ongoing case, authorizes each issuance of assistance and requests monthly income statements from all recipients. Case management is a set of logical steps and a process of interaction within a service network that assures that a recipient receives needed services in a supportive, effective, efficient and cost-effective manner. The major roles assumed by the case manager are those of case coordinator, counsellor and recipient advocate.

Other ESS staff (job developer, career service navigator and career counsellor, depending on the stream) work with the recipient throughout the delivery of services. The case management function may be transferred from worker to worker as the recipient progresses through the various service streams.

Case managers are expected to continuously monitor the services provided to recipients. This role requires ongoing contact with recipients and service providers to ensure that appointments are kept and that appropriate and effective services are provided with minimum delay. Case managers are expected to remain aware of their recipient's comprehensive needs, their current and potential strengths and weaknesses and any changes in their capabilities or needs.

Appeals Process

Applicants and recipients have the right to appeal decisions on any matter relating to their entitlement to benefits. Recipients also have the right to appeal decisions relating to the provision of training and employment financial benefits. It is the responsibility of DCS staff to advise all recipients and applicants of their right to appeal upon denial of or adjustment to benefits.

Within the context of ESS, the first step for recipients is to attempt a satisfactory resolution with the ESS staff. The ESS staff notify the income assistance worker of the recipient's desire to appeal.

Two levels of review are available. Recipients have the right to request a formal appeal, but they can also make a first appeal to a worker's immediate supervisor. If the supervisor does not change a decision, then the formal appeal process can be followed.

After administrative review, the casework supervisor informs the applicant or recipient of the results of the review within three working days. If the request has been denied, the result is provided in writing, if requested, and includes the following:

An applicant or recipient may initiate an appeal by a written request to the Appeal Board within 30 days of the original decision, or within 30 days of the original decision by the caseworker, or within 30 days of the administrative review decision.

The Community

The Employment Base

Program Design Considerations

The following provincial and regional economic conditions were taken into account in designing the program:

Reviews of other jurisdictions were conducted during program design for best practices. Programs of all Canadian provinces were examined, with a special emphasis on New Brunswick Works and British Columbia Works. Programs of some of the United States were also examined, as were U.S. federal government initiatives.

Employment Equity, Targetting and Displacement

The program design does not take into account the fact that women and men tend to predominate in different jobs. The department uses an individual approach, not a gender-based approach, in responding to needs and allocating resources.

The program is designed to ensure that participants not displace workers already holding paid jobs in the local economy. ESS participants cannot displace other workers. If displacement does occur, the department will not place with that employer again. As a general rule, the department tries not to use multiple placements with the same employer.

Community Services

Integration of Community Services

The income assistance worker refers the recipient to the appropriate service, which may include ESS, Family and Children Services, Health Care Services or community-based service agencies. Caseworkers make other referrals to other community resources when deemed necessary for the well-being of the recipient, spouse or dependents. These referrals may include health, social or employability services as appropriate. Caseworkers document reasons for making a referral.

Single-Window Access

As of April 1, 1998, a one-tier system was in place, integrating the training, employment programs and income support services provided by various levels of government and departments.

Community Diversity

Program flexibility in meeting the needs of people from different backgrounds is under review, as one of the aims of the program is to meet the needs of people from different backgrounds, including women, single parents, people with differing ethno-cultural backgrounds, people with disabilities and youth.

Wherever possible, employers are urged to cover the cost of making their workplace accessible to workers with disabilities. Where this is not feasible, requests are made to Human Resources Development Canada and the Employability

Assistance for People with Disabilities program.

Although the department is looking at the suitability of programs for specific groups of recipients, services have been and continue to be geared to recipients based on their employability and not to membership in a group.

Program Evaluation

Evaluation Plan

In addition to existing formal and informal program evaluations, the department plans to continue to refine current evaluation policies and practices and to work with both in-house and outside resources to accomplish this goal. Program audits continue to occur regularly.

As part of the provincial government's ongoing commitment to accountability, outcome measures in the department business plan have been developed. The goals of the department and the reporting of these goals have been incorporated into a larger, government-wide document, Government by Design.

Cost-Benefit Research

Cost-benefit research will continue to be part of the program evaluation. ESS is currently working on a research project that will identify savings and reinvestment opportunities.

Both monetary and non-monetary costs and benefits will be measured. The department is examining issues such as quality of service: What are recipient's basic needs and how should they be measured?

Outcome Data

Data will be collected to track the following outcomes:

The department would also like to track recidivism – i.e., the extent to which participants who leave social assistance for employment return to welfare – but does not have the mechanism to do so; the matter is under review.

Participant Evaluation

Participants may be asked to participate in evaluations voluntarily.

The department is considering collecting data on such aspects of family well-being as children's health and development, parent's well-being and housing conditions.

There are no plans to collect data that track changes in job readiness.

Use of Findings

The evaluation results will be used to help decide whether to expand or modify the program or initiate new programs. They will also be used to ensure that program objectives are met and to improve overall service to the recipient.

Evaluation results may also be used to eliminate the program or redirect resources.

To date, evaluations have identified the need for a standardized system of communication throughout the province. An Advisory Committee, consisting of front line staff and service providers throughout the province, was created in 1999 to guide the work of employment related programming within the Department.

Evaluations of partnerships with non-government and non-profit groups have indicated the need for a clear vision of the role of each partner. There needs to be a mechanism to deal with political issues among the groups; an operational framework would be helpful for this and other collaborative issues. As a principle, communication between the province and other partners must be transparent. Partners must be treated as peers and allowed to make their own decisions.

Evaluations of partnerships with the private sector have indicated that face-to-face contact is preferable to other forms of contact. Also, it is useful if the social services worker has a business background, as the private sector recipient should be approached from a business perspective and not a social services one.

Other Issues

The assessment is evaluating delayed welfare exits – i.e., later-than-expected exits from the social assistance system that result from individuals extending their period of welfare receipt in order to qualify for the program. This has been identified as a potential issue and is being looked at to ensure that it does not occur.

Entry effects - i.e., whether the program influences people not on welfare to apply for assistance in order to qualify for the program – is another issue that has been identified. This, too, will be examined.

A third issue is how to measure the non-monetary costs and social benefits of the program.

Labour Market Development Agreement

The Province of Nova Scotia and Human Resource Development Canada (HRDC) entered into a Labour Market Development Agreement (LMDA) in 1997. The LMDA provided both levels of government with the direction to operate programs using a harmonized approach, thereby increasing the employment and employability of all Nova Scotians. The structure of the LMDA has been expanded to include a provincial wide network of program committees that are called the Human Development Partnership Committees (HDPC). The HDPC structure is co-chaired by senior management representatives of both HRDC and DCS. These groups are tasked with funding harmonized programs and opportunities within four programming priorities:

The HDPCs are located within the four regions/zones of the province as defined by the federal and provincial department, and are responsible for overseeing projects submitted by local service providers using the most appropriate funding mechanism available to those departments signatory to the Agreement. Representation on each program priority group consists of local members of HRDC and the Departments of Community Services, Science and Technology, Education, and Economic Development.

A total of $3 million new and existing program dollars from DCS and HRDC has been infused to the HDPC structure, and this is partnered with contributions from the other departments signatory to the Agreement to fund opportunities for Nova Scotians, including recipients of Income Assistance.

Contacts

NAME:

Sandy K. Spencer

TITLE: Manager, Employment Support Services

ADDRESS:

Department of Community Services

Income and Employment Support Division

Nelson Place, 6th Floor

5675 Spring Garden Road

PO Box 696

B3J 2T7

E-MAIL: spencesk@gov.ns.ca
TELEPHONE: (902) 424-4392
FAX: (902) 424-0721
WEBSITE: www.gov.ns.ca/coms


Last Revised: Mon, Dec 17, 2001

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