Ministry of Training, Colleges and Universities 2013 Accessibility Plan

Introduction

For over 10 years, every ministry has set a course to prevent, identify and remove barriers for persons with disabilities. Ministries achieve this through the preparation of their annual Accessibility Plan (Plan) as required under the Ontarians with Disabilities Act, 2001.

Recently, the Accessibility for Ontarians with Disabilities Act established Ontario’s roadmap to become accessible by 2025. It include standards in areas such as: customer service, information and communications, employment, transportation and the built environment.

In 2010 the Ministry of Training, Colleges and Universities complied with the requirements of the first standard on customer service.

In 2011, all ministries began to meet the requirements of the other four standards found in the Integrated Accessibility Standards Regulation.

On January 1, 2012, the Ontario Public Service (OPS) published a single Multi-Year Accessibility Plan (MYAP). The MYAP included the following commitment:

The OPS endeavors to demonstrate leadership for accessibility in Ontario. Our goal is to ensure accessibility for our employees and the public we serve in our services, products and facilities.

This Plan will build on these laws and the Multi-Year Accessibility Plan. It will outline how the Ministry of Training, Colleges and Universities will contribute to a barrier-free Ontario by 2025.

To access this and other ministries' 2012-13 Accessibility Plans, visit Ontario.ca.

Section One: Report on Measures Taken in 2012-2013

The following is a summary of the accessibility initiatives the Ministry of Training, Colleges and Universities implemented between November 2012 and October 2013.

Customer Service

The Corporate Coordination Branch sent email reminders in fall 2012 to staff about the requirement to complete training modules under the Accessibility Standards for Customer Service.

• Employees within the Employment and Training Division have completed all the mandatory e-learning courses, including:
  • SafeSmart for Employees (or Managers) Replaces Bill 168 – An Overview
  • Integrated Accessibility Standards Regulation
  • Working Together – The OHRC and the Accessibility for Ontarians with Disabilities Act
  • Integrated Accessibility Standards Regulation in the OPS
  • Workplace Discrimination and Harassment Prevention
  • Accessibility for Ontarians with Disabilities Act Module 1 – Maximizing the Contribution of Employees with Disabilities
  • Accessibility for Ontarians with Disabilities Act Module 2 – May I Help You? Welcoming Customers with Disabilities
  • Accessibility for Ontarians with Disabilities Act Module 3 – May I Help You? – Supplementary: Ten Things You Need to Know about Accessible Customer Service
• OPS accessibility training is embedded in performance learning plans of Employment and Training Division’s regional staff. Training for regional staff includes all the above courses, as well as:
  • Employment Ontario Privacy Training
  • Accessible Customer Service Training – Part B
• The Service Delivery Branch’s Orientation Guide 2013 included “OPS mandatory” training requirements and resources both for new and current staff. Managers directed all new staff to complete the above courses and followed up with staff individually to ensure compliance.
• Information sessions on the OPS Diversity Lens were provided to Service Delivery Branch staff by a staff member who had completed the OPS Diversity Lens – Train the Trainer Course.
• The Second Career Business Process Guide was enhanced to provide staff with a clearer understanding of how to support individuals with a disability for both full-time and part-time training.
• All Second Career applications were thoroughly reviewed to ensure clients, self-identifying as having a disability, were provided with the needed additional supports, including additional funding toupport achievement of learning and employment goals.
• Ministry staff continued to work with College Disability Offices and Coordinators to discuss best practices for expediting funding requests that support additional training or learning for Second Career clients with disabilities.
• Support for Apprentices with Disabilities (SAWD) was increased from $1.8 million dollars to $2.6 million dollars annually. More active promotion of SAWD within the college sector has led to greater usage of the program and increased the number of assisted clients.
• Accommodations were provided for clients with disabilities writing apprenticeship exams, including increased lighting, extra exam time, translators and readers and other tools as needed.
• Employment and Training Consultants (ETCs) have had numerous interactions with organizations serving persons with disabilities over the course of this reporting period. As part of the monitoring site visits, ETC's observations were discussed with the service providers regarding accessibility. Written feedback and recommendations were provided to the service providers.
• Organizations serving persons with disabilities were once again included as part of the annual business planning process of the local Employment Ontario (EO) network.
• In consultation with Employment Ontario service providers, Employment and Training Consultants recommended yearly targets that were considerate of the needs of the client group being served including persons with disabilities.
• Coordination of client services by Employment Services and Literacy and Basic Skills service providers, was a priority of Employment Ontario programs which ensured that clients with disabilities had full access to the range of services and supports available.
• The overall improvement of service coordination within Employment Ontario between persons with disabilities and the service provider networks has resulted in an increased number of clients served.
• Staff ensured that clients in other programs such as Ontario Job Creation Partnerships and Ontario Self-Employment Benefit who indicated a need for additional supports to accommodate a disability were provided the opportunity to discuss their needs with service providers.
• The Ontario Disability Employment Network provided feedback into the Ontario Employment Assistance Services “On Hold” Business Planning Process for 2013-14. This information informed the planning process so that different service delivery strategies will be considered for persons with a disability.
• Staff consulted with organizations such as the Adults with Autism Spectrum Disorder and the OPS Disability Advisory Council to gain greater understanding regarding the challenges that persons with disabilities experience and how best to accommodate those clients and improve their labour market outcomes.
• The Canadian Hearing Society participated in Employment Ontario meetings to share information on services and plans to coordinate activities in the coming year.
• Work continued with the Deaf Literacy Initiative to meet cultural and accessibility needs of the Literacy and Basic Skills program for Deaf learners and practitioners of the Literacy and Basic Skills Program.
• The Foundation Skills Unit conducted Performance Management Framework training with all service delivery organizations across Ontario. Special consultation was conducted with the Deaf stream to ensure appropriate training materials were available and accommodations were provided as required.
• Quarterly service coordination meetings in the Belleville local office took place with community agencies (e.g., literacy organizations, the Local Training Board, organizations representing persons with disabilities, Ontario Works, Ministry of Community and Social Services /Ontario Disability Support Program) to support client needs and ensure effective referrals are made within the communities.
• The Peterborough local office arranged monthly meetings with the Employment Services providers, including other community agencies, for discussion/training purposes. This included organizations that are not funded by the ministry, which also provide services to persons with disabilities.
• The Peterborough office worked closely with the Local Training Board and the Literacy and Basic Skills Networks to ensure service coordination included the full network of community agencies, including those providing services to persons with disabilities.
• The Service Delivery Manager for the Durham Region was part of the Local Diversity and Immigration Partnership Council. The Council’s primary purpose was to act as a community advisory body providing direction to the development and execution of a Diversity and Immigration Community Plan for Durham that will improve the settlement and integration experience of Durham residents.
• Durham Region supported Ontario Labour Market Partnerships (OLMP) projects leading up to and including the PanAm Games for 2015. The local network canvassed and promoted persons with disabilities, entrepreneurs, employers and employees directly related to the project.
• In York Region, the local Service Delivery Manager was a working group member of One Voice (a region-wide committee which represents people with disabilities in the community). Community partners were provided information about Ontario Labour Market Partnerships and Ontario Job Creation Partnerships and encouraged to focus their projects on persons with disabilities.
• The Northern Region continued to consult with service organizations which serve persons with disabilities and continued to participate in learning opportunities to keep current on the needs of persons with disabilities.
• Sault Ste. Marie and Thunder Bay local offices continued to provide Literacy and Basic Skills services to Deaf and Hearing loss clients in the local area.
• The Sault Ste. Marie management area continued to support an Ontario Employment Assistance Service for persons with disabilities.
• In the Sudbury area work continued with the Canadian Hearing Society to support programs which included both lower level literacy training and academic upgrading to form a comprehensive and integrated adult learning service to the Deaf community.
• In Ottawa, on-going dialogue continued with inter-ministerial partners regarding service coordination opportunities across all programs and services for persons with disabilities. The Ottawa office is co-located with Ministry of Community and Social Services and the Ontario Disability Support Program which allowed immediate and seamless referrals of clients to appropriate ministry programs
• Ministry staff in Ottawa continued to attend Deaf, Hard of Hearing Access Committee meeting and shared information, facilitated linkages and maintained community contacts with service organizations.
• The Employment Service providers also had monthly meetings with the Employment Ontario Ottawa Network to support service coordination and job development. Literacy organizations from the Deaf stream participated.
• Ministry staffs in Cornwall are members of the Social Development Council – Employability Network which meets bi-monthly to share information and best practices on services for persons with disabilities as well as others.
• The Strategic Policy and Programs Division worked on the Deaf Literacy Initiative by developing sign language translations of the Ontario Adult Literacy Curriculum Framework documents: Learner Plan User Guide, Milestone User Guide, Culminating Task User Guide and assessment webinar developed by Community Literacy of Ontario (CLO).
• Video translations were shared with the community on the Deaf Literacy Initiative website.
• The Strategic Policy and Programs Division completed the development and implementation of an adapted version of the Deaf Communications and Math Employment Readiness Assessment (Deaf Communications and Math Employment Readiness Assessment) for use in the Literacy and Basic Skills Deaf Stream. The Deaf Communications and Math Employment Readiness Assessment is an assessment tool developed for Literacy and Basic Skills learners with employment goals in the Deaf Stream. The tool includes realistic tasks that require document use, reading, numeracy and writing skills. At the time it was proposed, there were no tools or guidelines that existed in Ontario that properly assisted Deaf learners to find suitable employment.
• The Deaf Literacy Initiative worked with a test developer and advisory group to design and implement the Deaf Communications and Math Employment Readiness Assessment tool. The Deaf Literacy Initiative prepared print copies and DVDs of tool components. The Deaf Communications and Math Employment Readiness Assessment tool was shared with practitioners and learners to bring the tool to Deaf literacy programs.
• Through the Deaf Literacy Initiative, Strategic Policy and Programs Division hired a trainer and promoted the service to work with Literacy and Basic Skills Deaf Stream agencies across Ontario as they learned to implement Ontario Adult Literacy Curriculum Framework within their programs. The trainer provided face-to-face support to programs that enlisted the assistance to meet their training needs. The Deaf Literacy Initiative trainer worked with an advisory committee to develop a presentation that fit the Literacy and Basic Skills Deaf Stream’s needs. The Deaf Literacy Initiative trainer then developed hands on activities for the two-day workshop held in November 2012.
• Under the Canada Ontario Labour Market Development Agreement (Labour Market Development Agreement), and the Canada Ontario Labour Market Agreement (LMA), Strategic Policy and Programs Division conducted outcome evaluations of labour market interventions and training to ascertain outcomes, including outcomes for persons with disabilities.
• The Labour Market Agreement for Persons with Disabilities (LMAPD) is aimed at supporting better labour market outcomes for persons with disabilities; increasing access and providing support to student studying at post-secondary education (PSE) institutions, enhancing employability and increasing employment opportunities. To help Ontario meet its evaluation commitments under the LMAPD, Strategic Policy and Programs Division, in conjunction with the Postsecondary Education Division (PSED), commenced an assessment of LMAPD-funded programs to assess college and university readiness. The assessment also measured the extent and quality of performance data. A report, based on findings from the assessment, was presented in the fall 2012, and included an outline for a proposed evaluation strategy.
• The assessment of Labour Market Agreement for Persons with Disabilities (LMAPD) funded programs recommended proceeding with the evaluation of the Accessibility Fund for Students with Disabilities (AFSD), which uses approximately 70% of the Ministries' LMAPD funding.
• The purpose of the evaluation, to be completed in May 2014, is to meet the obligations under the LMAPD in response to questions including:
  • are the employability skills of students/graduates with disabilities being strengthened?
  • what are graduate employment and meaningful activity outcomes?
  • are partnerships/relationships with community services effective in strengthening employment outcomes for graduates with disabilities?
• The Business Service Unit worked with regional staff and the Foundation Skills Unit to assess ongoing supports for the Literacy and Basic Skills Deaf Stream. This included consultations in June 2013 with regional staff regarding Deaf stream service providers that were experiencing difficulty using the Employment Ontario Information System-Case Management System.

Information and Communications

• The Communications Branch has revised the Ministry website to ensure all information is accessible, and alternative formats are made available upon request.
• The Communications Branch developed training materials and provided training to program areas on making Word documents accessible.
• Various feedback channels and methods continue to be available for clients and staff to provide feedback through phone, TTY, fax, e-mail and mail. This also includes the use of surveys and evaluations for internal clients and the opportunity to provide anonymous feedback.
• The Communications Branch has secured conversion software to create electronic formats of emergency and public safety information. Upon request, the ministry will provide conversion to other accessible formats.
• Evacuation procedure videos are made available in alternate format through accessible transcription for all ministry staff on the staff internal website.
• The Community Services I&IT Cluster worked with its partners to launch a number of sites for OPS staff that contain Web 2.0-like collaborative features. These sites, on both the SharePoint and OPSpedia platforms, meet or exceed accessibility requirements.
• A link to Access OPS was highlighted in the Features menu on the Community Services I&IT Cluster’s intranet home page. All updated information related to OPS accessibility standards, policies, etc. can be found there.
• The Employment and Training Division Northern Region continued to provide information to the Employment Services local network regarding their obligations under the Ontarians with Disabilities Act and Accessibility for Ontarians with Disabilities Act.
• A support writer was provided at local Employment Ontario network meetings in Sault Ste. Marie which enabled the participation of an Employment Ontario Manager with a hearing loss to participate in the meetings hosted by the Ministry.
• A new TTY (telephone typewriter) unit was purchased for the Employment Ontario Contact Centre, including staff training regarding the operation of the unit, and is now operated by a Hotline/Job Bank staff member. The Employment Ontario Contact Centre TTY information was included on the Contact Us pages on new Employment Ontario One Site web pages.
• The ministry provided accommodation at meetings and conferences for stakeholders who requested accessibility accommodations (e.g., interpreters, seating requirements, video conferencing, large print documents, note-takers and alternate formats of materials).
• Ministry regional offices have information available in print and electronic format that meet Accessibility for Ontarians with Disabilities Act standards.
• The Service Delivery Branch continued to work closely with stakeholder responsible for the delivery of e-Channel for the Deaf to address enhancements required to meet their needs.
• The Service Delivery Branch continued to produce publications internally and externally that take into account accessibility requirements.
• The Hamilton Employment and Training Division Office created an accessibility reference document for employees which identifies contacts at local accessibility organizations (e.g., Canadian National Institute for the Blind (CNIB), Centre for Addiction and Mental Health (CAMH), etc.) that can be contacted to assist with more complex accommodation requirements.
• All ministry local offices have “Accessible Customer Service” and “The Ministry Welcomes Your Comments” posters at the entry of doors for the public.
• The Postsecondary Accountability Branch will continue to work with the Ministry of Education to support the Alternate Education Resources for Ontario (AERO). (This online service provides high quality accessible format textbooks (i.e., in Braille) to colleges and universities to support them in meeting their obligation to provide accessible educational materials to students with perceptual disabilities.)
• In 2012-13, enhancements to AERO's web-based repository were completed and the ministry provided training and information sessions to 90% of all colleges and universities on the full suite of services. The ministry anticipates that most of these institutions will sign up to use the full suite of Alternate Education Resources.
• The Student Financial Assistance Branch provided accessible applications for the Ontario Student Assistance Program for full-time and part-time studies, the 30% off Ontario Tuition Grant and the Ontario Bursary for Students with Disabilities.

Employment

• The Learning Ministries completed their second Diversity Mentoring Partnership Program on September 30, 2012. Forty-two mentoring partners were enrolled in the program. The program is designed to provide an inclusive environment for reciprocal learning in which mentors and employee partners engage in honest, open and meaningful dialogue about diversity, accessibility and inclusion.
• Partnerships are between Deputy Ministers, Assistant Deputy Ministers, directors and managers as mentors, and staff from the five groups currently under-represented in senior management: Aboriginals, Francophone, lesbian, gay, bisexual, transgender (LGBT) employees, persons with disabilities, and visible minorities.
• The 2013-2014 Diversity Mentoring Partnership Program launched on October 1, 2013.
• The Employment and Training Division recruitment activities promote the Ontario Public Service as an inclusive employer and advise that accommodations are available under the Ontario Human Rights Code.
• At the Employment and Training Division Pickering office, asphalt and concrete ramps were re-constructed to allow more secure access for disabled employees. Grab rails were installed in washrooms to assist persons with disabilities.
• Members of the Service Delivery Branch participated on the Ontario Public Service Disability Advisory Council (DAC) which discusses internal obstacles and challenges faced by staff.

Design of Public Spaces (Built Environment)

• The 13^th floor of Mowat Block at 900 Bay Street was renovated to provide an accessible and barrier-free workplace, including offices, cubicles, washrooms and public spaces.
• All Employment and Training Division offices were reviewed to meet or exceed requirements outlined in Accessibility for Ontarians with Disabilities Act. Where barriers to access were identified, they are brought to the attention of facilities management for remediation.
• All local offices in the Eastern region are situated within a fully accessible building for clients and staff.
• The Pickering office had ramps and accessible door opening buttons installed, asphalt and concrete ramps re-constructed to allow more secure access and grab rails were put in place in washrooms to assist persons with disabilities.
• The Apprenticeship Office in Toronto was renovated in the fall of 2013. All outstanding accessibility requirements were addressed.
• Staff was reminded of the need to maintain a barrier-free environment through mandatory training requirements, by management, and by mandatory Health and Safety Audits conducted by representatives of management and staff.
• In 2012-13, the Service Delivery Branch dedicated $2.0 million dollars in capital funding to eligible non-college Training Development Agents (TDA) through the Apprenticeship Enhancement Fund program to specifically make improvements to physical spaces to remove accessibility barriers.
• The Employment Services Monitoring process for 2012-13 fiscal year required Employment and Training Consultants to monitor and report on service providers' site accessibility and/or the availability of alternate client services where they were not yet compliant with the Accessibility for Ontarians with Disabilities Act.
• Several Employment Service providers' locations have been identified as requiring accessibility improvements, including:
  • accessible washrooms
  • provision of online services to clients with mobility barriers
  • purchase of hardware and software to improve access for clients with hearing and visual impairments
  • relocation to a new accessible location

Procurement

• The ministry incorporated a mandatory accessibility section into the Procurement Request Information Gathering Template which staff are required to consider and address when procuring goods, services or facilities.
• The Community Services I&IT Cluster’s intranet site added “AccessOPS” to the home page to assist staff with information on procuring goods, including software and hardware.
• For every I&IT procurement, the Community Services I&IT Cluster project managers and senior management were provided with links to the Ontario Human Rights Code, Ontarians with Disabilities Act, and Accessibility for Ontarians with Disabilities Act.
• Mandatory for every I&IT procurement is the submission of a completed Accessibility Checklist (Meeting Accessibility Obligations in Procurement), which signifies understanding of and compliance with the above code and acts. No I&IT procurement may proceed without the submission of a completed checklist.
• For every I&IT procurement, a completed checklist is kept on file in order to fulfill audit requirements.

Other

• The 2013 Ontario Budget confirmed that the new Employment Ontario system will consist of flexible and effective programs and will include an improved and more consistent approach to assessing the needs of clients including persons with disabilities.
• The Higher Education Quality Council of Ontario, an agency of the Ministry, was informed of its obligations under Integrated Accessibility Standards Regulation and submitted a compliance report to the Accessibility Directorate of Ontario in November 2013.
• The Higher Education Quality Council of Ontario released two research reports concerning postsecondary students with disabilities:Disability in Ontario: Postsecondary Education Participation Rates, Student Experience and Labour Market Outcomes (@Issue Report No. 14); andSucceeding with Disabilities: Graduates with Disabilities and Factors Affecting Time to Completion.
• The Business and Systems Management Branch (BSMB) integrated Accessibility for Ontarians with Disabilities Act compliance requirements into Employment Ontario Information System-Case Management System to ensure that new releases to update the system were compliant.
• In March 2013, the ministry announced an update to the post-secondary mental health initiative. Kids Help Phone was elected to receive $2 million dollars annually to operate a post-secondary mental health helpline with partners Ontario Health Services Information, Ontario 211 and the Ontario Centre of Excellence for Child and Youth Mental Health.
• Ten projects were approved for funding under the Mental Health Innovation Fund, totaling $861,331 in 2012-13.
• The ministry budgeted the following for the 2012-13 fiscal year:
  • $3.57 million dollars for students with disabilities.
  • $1.8 million dollars for the Ontario Out of Country Bursary for Deaf Students.
  • 5,630 students received the Bursary for Students with Disabilities for a total of $4,525,980.
  • 44 students received the Ontario Out of Country Bursary for Deaf Students for a total of $1,102,386.

Section Two: Measures Planned for 2013-14 and Beyond

Last year, the OPS published a Multi-Year Accessibility Plan (MYAP) that outlines how the government will identify, prevent and remove barriers for persons with disabilities. In thisection, although we highlight the MYAP deliverables and timelines until 2016, the Ministry of Training, Colleges and Universities is only reporting on measures it will take or initiate during the 2013 -14 reporting period.

Customer Service and Procurement

Multi-Year Accessibility Plan (MYAP) Outcomes

People with disabilities who are OPS customers receive quality goods and services in a timely manner.

MYAP Deliverables and Timelines

2013

New staff trained on accessibility

• Accessibility criteria built into decision-making, project management, procurement, technology, infrastructure, I & IT and training
• Increased awareness in OPS of accessibility best practices in customer service and the workplace

2014 - 2016

• Staff and customer feedback sought on accessibility innovations and improvements
• Inclusion Lens applied to all policies and practices
• Accessibility is part of all OPS business

Ministry Proposed Measures for 2013-2014

Accessibility Training

• The ministry will continue to promote the mandatory online Accessibility training modules to new employees as part of their orientation.
• All Diversity and Accessibility Leads will complete the OPS Inclusion Lens train-the-trainer sessions by December 31, 2014.
• Providetaff opportunities to take OPS Inclusion Lens training.

Customer Service

• The ministry will ensure that notice disruption policies are in place when services are unavailable to the public.
• Managers will be provided an overview of the commitments in the 2013-2014 Accessibility Plan and be encouraged to develop branch strategies to meet the commitments.
• The ministry will promote the use of the OPS Inclusion Lens when reviewing internal policies, decision-making processes and administrative procedures, to ensure that accessibility is considered whenever OPS business is conducted.
• The ministry will continue to identify accessible devices that are available on site to assist persons with disabilities and ensure that staff knows how to use them (e.g., TTY, FX System, etc.)
• The ministry will continue to liaison and consult with key stakeholders (both internal and external) and promote the needs of persons with disabilities to ensure accessibility within ministry programs and services.
• The ministry is committed to continue consulting with organizations representing persons with disabilities and will participate in learning opportunities to keep current on the needs of persons with disabilities, for example sending staff, including those with disabilities, to future Expo/JOIN conferences.
• To increase accessibility and improve service delivery within all Employment Ontario programs, Strategic Policy and Programs Division and Employment and Training Division will continue to work on employment and training services integration through 2014.
• The ministry will continue to assist Ontario colleges to help persons with disabilities participate in apprenticeship programs, pre-apprenticeship programs and Ontario Youth Apprenticeship Programs by supplementing expenditures related to supporting apprentices with disabilities.
• Consideration for accommodations will continue for persons with disabilities who are writing examinations at Apprenticeship offices.
• Employment and Training Division Central Region will survey staff and ask them to identify barriers and recommendations on accessible services.
• Employment and Training Division North Region will establish an internal working group to engage staff and managers in discussions that will include canvassing local offices to identify service gaps and accessibility barriers, assessing potential barriers for staff and clients with disabilities, and identifying appropriate mitigation strategies.
• Sault Ste. Marie and Thunder Bay will continue to provide Literacy and Basic Skills services to Deaf and individuals with hearing loss. The site is a satellite office associated with Sudbury. These services will continue to serve clients in the Sault Ste. Marie area.
• Sault Ste. Marie management area will continue to support an Ontario Employment Assistance Service for Persons with Disabilities and an Employment Resource Centre /employment service provider.
• The Business and Systems Management Branch will continue to work with regional staff to assess ongoing supports for the Literacy and Basic Skills Deaf Stream.
• The Business and Systems Management Branch will continue to integrate Accessibility requirements into Employment Ontario Information System-Case Management System release activities/plans.
• Service Delivery Branch will continue to work with the Deaf Literacy Initiative to meet cultural and accessibility needs of the Deaf Literacy and Basic Skills learners and practitioners, including the provision of funding to support the American Sign Language pool.
• The Deaf Literacy Initiative’s Deaf Communications and Math Employment Readiness Assessment (CAMERA) for Employment Project will further adapt the CAMERA tool to meet the needs of Deaf Literacy programs. Deaf Literacy Initiative will conduct reviews of Anglophone Communications and Math Employment Readiness Assessment content to identify and revise the most accessible tasks for Deaf-stream use. Deaf Literacy Initiative will train Deaf invigilators to administer the test based on a standardized protocol and prepare user guides and marking memoranda. A pilot of the new material will be carried out prior to implementation.
• Deaf Literacy Initiative will develop an assessment tool for the Independence Goal Path for the Deaf Stream. The process will result in developing a set of American Sign Language (ASL) resources to supplement the Ontario Adult Literacy Curriculum Framework by providing instructions and examples for soft skills competencies and cross-cultural skills. The assessment tool will be piloted prior to the system-wide roll-out.
• Labour Market Development Agreement summative evaluation for 2013-14 will be evaluating labour market program outcomes for persons with disabilities in response to the following question: What type of Employment Assistance Services (EAS) are appropriate and work best for those facing multiple barriers? The LMA Performance Indicator Survey will address employment status, experiences, and satisfaction of apprentices/journeypersons, including persons with disabilities. Results are anticipated in fall 2014.
• Strategic Policy and Programs Division will continue to conduct evaluations of post-secondary and employment programs and services to examine the participants' outcomes, experiences and satisfaction, including those of persons with disabilities.
• The ministry will survey staff to identify barriers and recommendations on accessible services.
• The ministry will review and analyze feedback received from clients in order to facilitate continuous improvement in ministry programs and services.

Procurement

• The ministry will continue to inform employees of the requirement to purchase goods and services that meet or exceed accessibility requirements. Accessibility considerations in procurement will continue to be part of the ministry’s evaluation criteria. Potential suppliers will be asked to identify accessibility features in their proposals.

Information and Communications

MYAP Outcomes

Information and Communications are available in accessible formats to all OPSstaff and customers.

MYAP Deliverables and Timelines

2013

• Accessibility criteria built into decision-making, project management, procurement, technology, infrastructure, I & IT and training.
• Accessibility Expo.

2014-2016

• Communications, websites, technology solutions and documents employ accessibility best practices
• Accessibility Expo continues annually

Ministry Proposed Measures for 2013-2014

• The ministry will continue to communicate to staff the legal requirements to provide accessible documents upon request and to clients the availability of accessible formats and communication supports by January 1, 2014.
• The Corporate Management Services Division and the Communications branch will continue to provide guides and hands on training on how to make word documents, PowerPoint and excel accessible.
• The Community Services I&IT Cluster will develop, implement or enhance cluster learning and development plans that support accessibility.
• The Community Services I&IT Cluster will assess all business applications for Accessibility requirements and develop remediation plans where necessary.
• The ministry will send staff to the Expo/JOIN conference in 2013 and 2014.
• The Employment and Training Division will explore the option of having TTY devices installed at selected offices, and/or ensuring staff are aware and trained regarding the usage of other supports, such as the Bell Relay System.
• The Employment Ontario Contact Centre will continue to offer TTY technology as an option.
• The ministry will continue to accommodate persons with disabilities at meetings (e.g., interpreters, special equipment, and software, note takers, etc.) to ensure full participation.
• The ministry will continue to communicate in formats that take into consideration various disability types and accommodation needs/requirements.
• The ministry will update accessible format standards and templates based on best practices (e.g., business card templates require braille e-mail address and TTY listing).
• The ministry will continue to meet Web Content Accessibility Guidelines (WCAG) standards, and ensure that staff responsible for web content and webmasters will continue to be trained on accessible websites.
• The ministry will train staff about protocols, the hiring process, budgets and account codes for addressing requests for alternate formats and communication supports request, and to how to plan and create accessible events.
• Increase awareness of Alternate Education Resources of Ontario(AERO) to attract participation from additional publishers from both Canada and the United States.
• Increase awareness of AERO by providing college and university Disabilities Services Offices with promotional kits for faculty, to encourage a reduction in timelines to provide materials to students.
• Continue to provide ODA compliant applications for OSAP for full-time studies, OSAP for part-time studies, the Ontario Tuition Grant, and the Ontario Bursary for Students with Disabilities.

Employment

MYAP Outcomes

People with disabilities who are OPS employees participate fully and meaningfully in services and employment.

MYAP Deliverables and Timelines

2013

• Conduct management review on accommodation for employees with disabilities.
• Increased awareness in OPS of accessibility best practices in customer service and the workplace.
• Senior managers have accessibility performance commitments.

2014-2016

• Best practices on employment accommodation and return to work implemented
• Better accommodation for employees with disabilities resulting from management review
• Managers and staff have accessibility performance commitments

Ministry Proposed Measures for 2013-2014

• The ministry will continue to provide information to managers and staff to increase awareness of employment accommodation directives, policies and plans, including the availability of accessible formats and communication supports for employees.
• The ministry will continue to support the Diversity Mentoring Partnership Program and a new group will launch as of October 1, 2013.
• Ministry senior management will share accessibility performance commitments with staff.
• The ministry will continue to complete accessibility audits of the Ministry’s intranets.
• The Community Services I&IT Cluster will support the I&IT Accessibility Support Services initiative in 2013-14, as well as continue to collaborate with the Disability Advisory Council (DAC) to develop the DAC Registry, which will:
  • collect the names and contact information of people who want to be part of the Disability Network
  • collect basic information on the access needs of people with disabilities
• Employment and Training Division Central Region will analyze employeeurvey results to assess potential barriers to employees with disabilities.
• Employment and Training Division Central Region will revise the performance plan template to include accessibility commitments for staff and managers.
• Employment and Training Division Eastern Region managers will participate in Mental Health in the Workplace training.

Design of Public Spaces (Built Environment)

MYAP Outcomes

There is greater accessibility into, out of and around OPS facilities and public spaces.

MYAP Deliverables and Timelines

2013

• Continue to develop strategies for addressing infrastructure barriers.

2014-2016

• OPS ready to implement requirements of Accessibility for Ontarians with Disabilities Act built environment regulation.

Ministry Proposed Measures for 2013-2014

• Corporate Management and Services Division will provide information to managers to increase their awareness of built environment obligations in the Accessibility for Ontarians with Disabilities Act’s Design of Public Spaces Standards, Ontario Building Code, and Guidelines for Barrier-free Design of Ontario Government Facilities.
• Regular meetings will be scheduled between the Accessibility Lead and Facilities Director to discuss accommodation issues within existing ministry infrastructure.
• Mandatory Health and Safety Audits conducted by representatives of management and staff will include accessibility requirements.
• An accessible unisex washroom is being proposed as part of the 3^rd floor renovation of 777 Bay St. in Toronto.
• In the Owen Sound office a project will be initiated to ensure that all required accessibility standards, including automated exterior doors, and other upgrades as identified will be addressed

Leadership and Other Outcomes

MYAP Outcomes

The OPS endeavours to demonstrate leadership for accessibility in Ontario.

MYAP Deliverables and Timelines

2013

• Ongoing consultations with persons with disabilities.
• Ministries continue to publish annual accessibility plans.

2014 - 2016

• Accessibility continues a strong organizational commitment.

Ministry Proposed Measures for 2013-2014

• The Accessibility Lead will work with Ministry Inclusion and Diversity Leads to establish an internal advisory team that includes employees with disabilities, to develop strategies which promote simplified and coordinated communication that will assist the ministry meet its Accessibility requirements.
• The Accessibility Lead will promote regular meetings of the internal advisory team and senior management team to provide ongoing input and advice and to solicit support on the roll-out of Accessibility in the ministry.
• The Community Services I&IT Cluster will identify an Accessibility Lead and chedule regular meetings between ministry Accessibility Leads and the Cluster Accessibility Lead with the goal of building alignment and support between both organizations.

Section Three: Review of Acts, Regulations and Policies

In support of its commitment to improve accessibility for people with disabilities, the Ministry of Training, Colleges and Universities will continue to review government legislation and policies, to identify, remove and prevent barriers to accessibility.

Acts, Regulations and Policies Reviewed in 2012-13

The OPS Diversity Office and the Ministry of the Attorney General have developed a coordinated approach to continue with the review of government legislation for accessibility barriers. In this next phase, high impact statutes that meet the following criteria will be reviewed:

• Statutes that affect persons with disabilities directly;
• Statutes that provide for the delivery of widely applicable services or programs;
• Statutes that provide benefits or protections; or
• Statutes that affect a democratic or civic right or duty.

This phase of the review will be completed by the end of 2014. The government has decided to review areas that will have impact on Ontarians who have accessibility needs. We will continue to report on the review in our ministry’s annual accessibility plan.

Acts, Regulations and Policies to be Reviewed in 2013-2014

In support of the government’s commitment to improve accessibility for persons with disabilities, the Ministry of Training, Colleges and Universities will continue to:

• remain committed to ensuring that its acts and regulations are reviewed for potential barriers
• continue to use the OPS Inclusion Lens to make policies, programs and legislation more accessible
• ensure the Legal Services Branch continues to provide advice with respect to the assessment of new and existing acts or regulations on whether they are compliant with the Ontarians with Disabilities Act, and consistent with the regulations under the Accessibility for Ontarians with Disabilities Act

Glossary of Terms/Acronyms

For More Information

Questions or comments about the Ministry of Training, Colleges and Universities accessibility plan are always welcome.

General inquiries

• Tel: 416-325-2929
• Toll-free: 1-800-387-5514
• TTY: 1-800-263-2892
•   Email: information.met@ontario.ca
•   Minister’s Website

Visit the Ministry of Community and Social Services Accessibility Ontario web portal. The site promotes accessibility and provides information and resources on how to make Ontario an accessible province for everyone.

Alternate formats of this document are available free upon request from:

Service Employment Ontario Publications

• Tel: 1-800-668-9938
• TTY: 1-800-268-7095
•   www.serviceontario.ca/publications

© 2013 Queen’s Printer for Ontario