The Atlantic Immigration Pilot Program underwent an independent evaluation in 2020 which raised several recommendations, including:

Strengthening Program Performance Data: While the Pilot’s multi-party model created opportunities for collecting robust performance information, obtaining key Pilot results information has been challenging. Further, limited data from key stakeholders has made it difficult to report and assess ongoing performance and outcomes. Clear data collection responsibilities, an achievable data collection strategy, and a common set of key success measures are needed to support effective performance measurement and results reporting, especially as the Pilot has transitioned into a permanent program.

Increasing awareness of settlement services: Newcomers to Canada have free access to settlement services to help them integrate into their Canadian communities. These services are funded by the Canadian federal government, and services include language training, community connections, and needs assessment and orientation to help immigrants settle in Canada. For the Pilot, applicants have an initial assessment to identify their settlement needs, which results in a settlement plan. While settlement plans were found to be useful for Pilot principal applicants and their families, a proportion of surveyed Pilot principal applicants were not aware that they could access settlement services. The impact of lack of awareness indicates that some Pilot newcomers may not be benefiting from the full suite of supports available to help them integrate successfully in their communities.

Supporting AIP designated employers: To facilitate communication with IRCC, employers participating in the Pilot have access to enhanced employer support services through a Dedicated Service Channel (DSC). Through the DSC, employers receive timely support from IRCC program officers on applications submitted under the Pilot. While the DSC was identified as a useful support for Pilot employers, more than half of the surveyed employers participating in the Pilot were unaware of its existence. Acknowledging that the DSC is not only designed to provide assistance to the AIP but to support other employer-driven programs within IRCC, more could be done to leverage support for employers, particularly through the DSC. Moving forward, there is an opportunity to support more employers requiring help to navigate the pathways to immigration. In addition, IRCC should review profile and needs of employers who utilize the DSC, as well as identifying barriers to accessing the service.

The permanent program builds on the strengths of the Pilot and retains the core objective of attracting skilled immigrants to Atlantic Canada to address demographic and economic needs, as well as to continue to increase retention in the region. Targeted program adjustments were made when transitioning to the permanent program in 2022. These adjustments included supporting employers with increased training (mandatory onboarding training and intercultural competency training), strengthening human capital criteria (language and education for higher skilled immigrants) and clarifying roles and responsibilities with program delivery partners.