Manitoba
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Employment and Income Assistance Administrative Manual

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6.6 Reporting and Monitoring

6.6.1 REPORTING AND MONITORING - LEGISLATIVE AUTHORITY

Section 10 of the Regulation identifies obligations respecting employment, the consequences for failing to meet those obligations and how they apply to different groups of participants (see section 6.1.4 for details regarding "Categorical and Financial Eligibility").

6.6.2 REPORTING

An employment activity report must be completed by the participant and returned to the worker, normally, on a monthly basis.  The worker, however, may agree to a different reporting schedule, depending on the time required to take certain actions in the plan, or the availability of job opportunities in the area. For example, if jobs are seasonal in a particular community, the worker may agree to an initial report in time to prepare for seasonal hiring.  The determination of the reporting frequency will take into consideration if the participant requires additional preparation time or skill upgrading.

6.6.3 MONITORING

The worker reviews the activity report and may verify the information. The worker may also meet with the participant to discuss the participant's progress.

Acceptable Minimum Standards

The following are considered to be acceptable minimum standards for job search and other employment activities:

  1. The number of job-related contacts required for a specific participant is established at the EIA office, based on employment factors within a particular community. A combination of contacts and other activities may be negotiated between the participant and the worker. The suggested guideline in areas where there is a reasonable number of employment opportunities is 15 contacts per reporting period.
  2. Contacts are appropriate to the participant's Personal Job Plan.
  3. Contacts are verifiable.
  4. Participants involved in specific programs meet the participation standards set by that program.
  5. Participants accept any reasonable job offer.
  6. Participants consult with their workers about difficulties that arise on the job or at home that may affect their employment, or Personal Job Plan, before taking action.

Changes to the Plan

The Personal Job Plan in intended as an aid and may need to be revised to fit changing circumstances. Because the plan is an agreement between the worker and the participant that could affect the assistance paid, it is essential that any changes to the plan be made formally and be agreed to by both the participant and the worker.

When the participant experiences difficulties with the steps identified in the plan, or in reporting on his/her progress, a meeting may be arranged with the worker to discuss these problems. The purpose of this meeting is to confirm, or revise, the plan and to review the reporting process. Where the meeting is initiated by the participant, the discussion would not be considered a remedial measure.

When the Personal Job Plan is made for a dependent child, both the child and the participant are involved in the reporting and monitoring process. The participant is responsible for ensuring that the child actively follows the plan. If the child subsequently chooses to return to school, regular attendance and satisfactory progress is expected and monitored through regular reporting.

Difficulty with Job Search

If the participant has been unable to find a job, the worker may review the Personal Job Plan with the participant to determine if there is the need for further assessment to assist the participant with overcoming any employment barriers. Factors to consider in this assessment include:

Family Responsibilities
The worker assists the participant with exploring alternative child care options or skill training.
Job Search History
The worker may contact some employers to determine the factors that prevented the hiring of the participant. This information may be used to assist the participant to consider other types of jobs or employers. The participant may need to be referred to interventions
Readiness/Motivation
The participant may need a structured work experience, either in the private or public sector, to assess his/her readiness or motivation to work.

See section 6.11 for a description of educational assistance.

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