Eligibility for Participating in the Rural Renewal Stream

• Employer Criteria

  1. The company must be incorporated, or registered by or under, an act of the legislature of a province, territory, or the Parliament of Canada and operate as a business that has an established production capability, plant, or place of business in Alberta.
  2. The company must have been in continuous and active operation in the City of Grande Prairie for a minimum of 2 complete fiscal years (the year used for tax or accounting purposes) with the same ownership, prior to application submission.
  3. Have full-time employment (continuous, 12 months or more) that meets the criteria of the Rural Renewal Stream as defined by the Government of Alberta and the Community Partnership, including wages and benefits that meet or exceed the lowest starting wage for this occupation across all industries and Alberta as set out on the ALIS website.
  4. Have been operating within the community and hold a valid City of Grande Prairie Commercial Business License for a minimum of 6 months.
  5. Not be in violation of any federal or provincial regulations.
  6. Not have any outstanding Occupational Health and Safety or Alberta Health Services violations and be in good standing.
  7. Be in good standing with Immigration, Refugees and Citizenship Canada.
  8. Demonstrate that you or your business have knowledge of the employer's responsibilities with respect to federal and provincial immigration laws and regulations.
  9. Demonstrate that you have satisfied program requirements to fill the position within Canada and the outcomes of your efforts. A Labour Market Impact Assessment is not required but demonstrated efforts to recruit locally, provincially and nationally is required. For the purpose of the Grande Prairie Rural Renewal Program, the employer must demonstrate the position has been posted for a minimum of four weeks.
  10. Demonstrate that you have a welcoming workplace and are aware of the risks of recruiting newcomers to the workplace and community.
  11. Agree to work with the Community Partnership to advance newcomer success in our community.
  12. Meet all eligibility criteria under the Alberta Advantage Immigration Program's Rural Renewal Stream prior to issuing an offer of employment. Please review the available information carefully
  13. The program will allow eligible employers to recruit a maximum of 25% of their workforce through the Rural Renewal Stream.
  14. Once an employer completes their 25% cap eligibility, they are eligible to apply and re-qualify two years after their original endorsement letter was issued.
  15. It is the responsibility of the employer to properly vet all candidates for suitability and eligibility prior to requesting a candidate endorsement letter. If a candidate endorsement letter is revoked at the request of the employer, the City will not reissue a candidate endorsement letter for a replacement candidate for 6 months for the same vacancy.
  16. Any employer not responding to requests for information and follow-up regarding a candidate or vacancy, will have all requests paused, and is ineligible for any further application or request until all required information is received.
  17. Consultants who knowingly misrepresent themselves or provide fraudulent information to the City on behalf of their clients will be banned from participating in the program, representing any clients in the program and reported to the respective authority for investigation.
• Ineligible Occupations and Job Offers

  Some occupations and job offers are not eligible for the Rural Renewal Stream. These occupations and offers are defined by the Government of Alberta.

• Support Resources

  Employers are required to demonstrate knowledge of the responsibilities of welcoming newcomers and providing a warm and welcoming environment. The following are resources that prospective employers are encouraged to review prior to submitting an application.

  • The Employer’s Roadmap; Hiring & Retaining Internationally Trained Workers by Immigration, Refugees and Citizenship Canada
  • Attracting & Retaining Immigrants: Employers Guide by Alberta Employment & Immigration and Central Alberta Economic Partnership

  In addition to the resources listed above, the City of Grande Prairie is pleased to offer two optional courses to support local employers. Both of these courses are offered through in-person or virtual formats and are scheduled based on demand. If you are interested in participating in this additional training please contact immigration@cityofgp.com.

  • Unconscious Bias (3 hours): Unconscious Biases are social stereotypes that we are unaware of which affect our relationships at work, at home, and in our community.  Explore and discuss bias, prejudice, assumptions, and stereotypes and how they affect our relationships with others.  Learn how to move past these barriers to support your organization in becoming more welcoming, diverse, and inclusive.
  • Addressing Racism and Discrimination (2.5 hours): Examine your own identity in relation to power and privilege, and roles and responsibilities in responding to incidents of racism and discrimination at work, at home, in public, in your social circle, or in your neighbourhood.  What do you say or do when you experience or witness racism or discrimination?
• A Safe and Welcoming Workplace

  A safe and welcoming workplace creates an environment where all employees are valued, included, treated with respect, and reasonably free from physical and psychological danger.

  A safe and welcoming workplace can be created by:

  • Including appropriate onboarding and training, establishing policies and procedures that clearly outline the company’s culture and values, defining performance expectations, and providing equitable opportunities for professional growth and/or advancement.
  • Maintaining a work environment that prohibits all forms of harassment, discrimination, and racism by ensuring that effective policies are in place both for reporting and responding to any incidents that may occur.
  • Recognizing that newcomers may require additional levels of support upon arrival, such as language or skill building, a community orientation, and/or a mentorship program, that help to set newcomers up for successful integration into the workplace and community.

  For more information on safe and welcoming workplaces, visit alis.ca.