Thompson Okanagan Wage Survey by go2HR | Submit by April 14, 2023

go2HR is conducting a confidential wage survey for tourism and hospitality employers in the Thompson Okanagan region. The survey aims to compile current, region-specific wage information to help Thompson Okanagan employers make informed decisions about their business planning for the upcoming summer season and beyond.

The survey is open until April 14, 2023 and participants will receive a report in May 2023 with region-specific wage information to assist employers in making informed business decisions. Results will not be shared publicly.

The goal for this survey is to provide results in a timely manner so that employers can use real-time data to inform their business planning the upcoming summer season and beyond.

If successful, the survey will be repeated on an annual basis.

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Background

Why a wage survey?

The go2HR Regional HR Advisory Services team recognized a need for current, region-specific wage information through go2HR's ongoing work with employers in the Thompson Okanagan region and many requests over the past years.

Credible wage surveys are valuable in any economic environment. They provide statistical insights into the markets in which you compete for employee skills. A better understanding of current salary ranges in the region allow you to build your own compensation structures more effectively.

Many large companies complete these salary surveys for different occupations, such as for sales and marketing, accounting, and human resources. The results are typically broken down by large[r] geographic areas like cities across the country (Vancouver, Calgary, etc.). They do not allow for, or typically poll, smaller centres like the Thompson Okanagan tourism region.

This survey is intended as a truly regional solution in a similar way that the go2HR Employment Tracker provides region-specific data to track changes in employment and major trends in our industry and to monitor the ongoing impact of COVID-19. 

Why now?

As part of the HR Advisory Services initiative that began early in the summer of 2022, wages have emerged as a key theme for businesses several regions. By conducting a regional wage survey, Thompson Okanagan employers will have data that can be used to inform their practices and prepare for the upcoming summer season and beyond.

This Regional Wage Survey began as a 2-year pilot project in the fall of 2022 in the Kootenay Rockies Tourism region. Building on its success, the survey, and methodology, go2HR is now offering the survey to employers in the Thompson Okanagan region. If successful, this will be repeated on an annual basis.

What’s in it for my business?

When you sign up to participate, you get access to all the results. These results will not be shared with the general public or any non-participating businesses, and could give you a ‘leg up’ in this highly competitive market for talent.

The “ask” of participating businesses:  

After you sign up to participate, you will be asked to provide the following information:

• Sector and size of business

• Sub-region within the Thompson Okanagan in which the business is located

• Entry level wages for each position on the list that you have in your business.  

• Employment type - seasonal, year-round, or if both

• Seasonal bonuses and, if so, the amount

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Positions to Be Surveyed

Leadership

• Housekeeping supervisor

• Executive housekeeper

• Front Desk Supervisor

• Front Office Manager

• Accounting Supervisor

• F&B Supervisor

• F&B Manager

• Chef de Partie

• Sous Chef

• Executive Chef

• Retail Manager

• Activities Manager or Operations

• Manager

• Golf Supervisor

Entry Level

• Room attendant or housekeeper

• House person or room checker

• Laundry attendant

• Front Desk Agent

• Night Auditor

• Server

• Bartender

• Dishwasher

• Line or Prep Cook or Cook

• Retail attendant or associate

• Activities attendant

• Activity Coordinator

• Activity Guide

• Turf care specialist

• Golf Services Agent or Specialist

• Beverage Cart Host or Server

• Maintenance Worker

• Bus Driver

For more info, please email HR@go2HR.ca.

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Spread the Word

Please share this opportunity with HR and management team members at your company and with other tourism companies in the Thompson Okanagan region.

New Worker Health & Safety Orientation Checklist | go2HR

go2HR’s health and safety professionals have developed a customizable New Worker Health and Safety Orientation Checklist to make your summer season orientations easy. The checklist covers the regulated health and safety training topics, in addition to a variety of restaurant-specific examples to get you started.

By following a consistent approach to orientation training, you can be confident that you are communicating your workplace responsibilities, hazards, and procedures to all new hires.

View Checklist →

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Employer Toolkit: Attract and Integrate Internationally Trained Employees in South Okanagan Similkameen

Skilled immigrants can help businesses access new customers and international markets, enrich organizational culture, and spark innovation.

South Okanagan Immigrant & Community Services (SOICS) created an Employer Toolkit to help employers Attract and Integrate Internationally Trained Employees in South Okanagan-Similkameen. The toolkit contains resources to help with navigating the complex system of accessing various streams of immigrants, attracting immigrants to your workplace, and helping them and your business succeed together by creating welcoming environments.

Access Toolkit →

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New Measures to Address Canada’s Labour Shortage

The Government of Canada announced that Express Entry draws will soon resume and that invitations for candidates to apply for permanent residence will begin in early July. The vast majority of new applications will be processed within the 6-month service standard.

Canada also announced a policy that will allow over 50,000 international students to stay and work in Canada for an additional 18 months if they are applying for permanent residency in 2022.

Finally, Canada announced new measures for those who applied for permanent residence through the temporary resident to permanent resident pathway last year. The limited-time pathway was launched in 2021 to invite a broad range of individuals already working in Canada to apply to stay permanently. While closed to new applications since November 2021, the processing of applications will continue for some time.

Taking effect this summer, the policy changes announced include:

• Applicants will no longer be required to remain in Canada while their application is being processed.

• Applicants who apply for an open work permit while waiting for their permanent residence application to be finalized will be able to get work permits valid until the end of 2024. This will ensure that all permanent residence applications will be finalized before applicants will need to apply to extend their temporary status again.

• To support family reunification, immediate family members who are outside Canada and who were included in a principal applicant’s permanent residence application will be eligible for their own open work permit.

View Announcement →

Jobs for Ukraine: Connect with Ukrainian Refugees Seeking Employment

Ukrainians are coming to Canada to escape the crisis in their country. When they arrive, many will look for a job. The Government of Canada has created a dedicated job bank to help connect Ukrainian refugees with employment opportunities. Accommodators looking to fill job vacancies can create a profile and post available employment opportunities.

Learn More →

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Safer Spaces: go2HR Free Online Sexual Harassment Workplace Training

go2HR’s newest free online training course, Safer Spaces, is designed to create sexual harassment free workplaces in the BC tourism and hospitality industry.

The online training course, designed for employers and supervisors, is live and open for registration. The Safer Spaces course is self-paced so that participants can complete the modules in a safe learning environment, without any pressure and according to their schedule.

There are 10 modules, and the course takes around three hours to complete.

Safer Spaces was designed by a team of experts convened by go2HR. The project team is united by a commitment to reduce the stigma around workplace sexual harassment and a desire to champion the topic as an integral element of workplace education and training.

Learn More & Register →

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Post-Pandemic HR Guide for Employers - Tourism HR Canada

Tourism HR Canada has put together a helpful guide to help attract and retain tourism and hospitality workers, called Now Hiring, which covers a range of essential HR practices, tips to implement, and practical checklists and forms to help tackle key issues.

Download Guide →

Career Fair Season: Tips for Employers from go2HR

Career Fairs are an excellent way to source talent for your open positions. But did you know that there are things that an employer can do to help make the most of the event?

Take a moment to read through these excellent tips to make your organization shine at the next Career Fair you attend:

Get More HR Resources →

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Diversity and Inclusion Toolkit for International Student Hires

ACE-WIL has put together a fantastic toolkit for employers and hiring managers looking to incorporate diversity and inclusion into their workplace. The Six Tools for Diversity in Work Integrated Learning (WIL) supports employers in attracting, hiring, and onboarding Students from International Pathways (SFIP).

The online toolkit brings together resources about current practices, the value that diversity brings to the workplace supports for onboarding and hiring, and techniques on coaching students on Canadian workplace norms.

Download Toolkit →

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Integrating People with Disabilities into the Workplace

There are several B.C. employment agencies that help to successfully match tourism employers with non-traditional labour pools, including people with disabilities.

Once the recruitment process is done, how can employers look beyond obligatory compliance to accommodate people with disabilities so they can do their jobs as effectively as possible?

Learn more in go2HR’s guide to Integrating People with Disabilities into the Workplace →

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Global Survey on Perspectives of Service Delivery & Traveller Priorities Report | Tourism HR Canada

Tourism HR Canada released a report that provides insight to the current perspectives of the service delivery in Canada and how the travel and tourism industry should prepare itself for the future.

The report concluded that, as the visitor economy gradually recovers from the COVID crisis, addressing service disruptions will need to be balanced against safety and price sensitivity.

The following is a summary of the findings:

1. While many developed destinations consider themselves to be at the tail end of the COVID 19 pandemic, with vaccine rollouts now well underway, the disruption to the value chain as a whole is far from over.

2. According to current projections, the tourism industry in Canada is not expected to recover to 2019 levels until 2025.

3. With this challenge in mind, tourism businesses will need to prioritize and allocate their resources effectively to ensure they are able to develop their products and services to adapt to the new normal while still delivering quality in line with what travellers value.

4. Broadly speaking, the overall visitor experience remains the most important concern for international travellers in selecting a destination to travel to (unsurprisingly as this encompasses a range of factors).

5. Quality service is second only to the overall visitor experience in this regard and thus will be of paramount importance in destination recovery efforts.

6. Quality of service is particularly valuable to the lucrative Chinese market to which international destinations will have to appeal to thrive in the new global travel market in the years to come.

7. However, health and safety concerns (particularly in Britain and Australia) and price and affordability are also major concerns. Price and affordability is somewhat prioritized across destinations and this is likely driven by post COVID price sensitivity among travellers.

8. In terms of the impact of service disruption on destination selection, Canada performs well relative to other destinations, with travellers reporting relatively low impact particularly in the USA, South Korea, France and Germany.

9. China, however, is an exception to this, placing Canada as being most impacted by potential service disruption in terms of destination selection. China is also one of the few countries to consider service disruption in Canada more serious than at home.

View Full Report →

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Apply for Student Interns through Various Programs

Originally published by go2HR

BCIT's 2022 Tourism Management Internship Program students will be looking for Internship opportunities in late March 2022. Submit your Internship Application request form by January 10, 2022. The internship runs for 8 weeks from March 28, 2022, to May 20, 2022. Students can work evenings, weekends, and any day of the week except Mondays, as they must be at school on this day. Any questions, contact David Tikkanen, Program Head, Tourism Management, David_Tikkanen@bcit.ca

Over 100 Capilano University (CapU) Tourism Management students will be looking for work placements from May – September 2022.   Many of the students can move into full-time positions at the end of their summer placement as they will graduate. The Cap U Work Integrated Learning team for the School of Tourism and Outdoor Recreation will be conducting an online Information Lunch and Learn session on January 18, 2022, 12:30 – 1 pm.  For additional information, contact tourism@capilanou.ca.

Immigration Services Society of BC (ISSofBC) has been providing various support services for immigrants and refugees to help them get settled, find careers, and learn all they need to know about starting their new lives in Canada. Through dedicated staff, volunteers, and community partners, ISSofBC provides settlement, education, and employment services to over 20,000 clients every year. There are approximately 20+ graduating students who recently completed the Global Tourism Diploma Program looking for full and/or part-time employment in Tourism & Hospitality. Some are available to start working immediately. Contact Shelina Spilchen, Case Manager – Skills Training for Tourism, for more information: shelina.spilchen@issbc.org

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Register as a Certificate of Recognition (COR) Internal Auditor to Save Up to 10% on WorkSafeBC Premiums

go2HR offers the Certificate of Recognition (COR) program, a certification and incentive program that rewards tourism employers who go above and beyond the legal requirements of the Workers Compensation Act and Occupational Health and Safety Regulation. Registering your business with the Certificate of Recognition (COR) Program makes a strong statement as an employer about how much you value you workers while providing you with up to 10% off of your base WorkSafeBC premiums.

The COR program is available to large employers with 20 or more full-time equivalent employees. Fewer than 20 employees? Check out the Small Employer Certificate of Recognition (SECOR) program here.

Join go2HR’s next COR virtual training session to learn all about the COR program. You’ll learn what it takes to become an auditor, details of the COR program, speak with other registered employers, and gain important occupational health and safety knowledge.

The go2HR website has a wealth of information about the COR program, including an overview of the program, a detailed overview of the audit process, a self-assessment guide, and a health and safety toolkit to help your business achieve COR certification.

BC Tourism & Hospitality Labour Market Information - Employment Tracker | go2HR

The Employment Tracker reports on monthly changes in employment in the BC Tourism and Hospitality industry. The Tracker draws primarily from the Labour Force Survey (LFS), a monthly household survey conducted by Statistics Canada. The LFS is the most timely source of data on the labour market across Canada.

go2HR receives LFS tables generated by Qatalyst Research Group via Statistics Canada's Real Time Remote Access (RTRA) Program that follows the Tourism Satellite Account’s definition of tourism. This data enables go2HR to track changes in employment and major trends in the Tourism and Hospitality industry in BC and monitor the ongoing impact of COVID-19 on the Tourism and Hospitality industry.

BCHA Industry Update on B.C. Proof of Vaccination Requirement

The following excerpt was originally published by the BC Hotel Association on August 26, 2021 in the response to the B.C. Proof of Vaccination Requirement announcement:

“Industry partners at Tourism Industry Association of BC (TIABC), Indigenous Tourism BC (ITBC) and Destination BC (DBC) have engaged government and are working closely to detail the specifics of the order and ensure that the questions you submitted are answered in full. Furthermore, in the coming weeks we will be releasing a Toolkit for Step 4 of the reopening, and also detail Proof of Vaccination processes to clarify as much as possible for you. Our goal is to ensure that you have the tools and resources needed to operate safely and with confidence. The toolkit will be similar to ones produced for each stage of BC's reopening and will include key messages, operational steps, and added resources, among other critical information.

Our position for the Vaccination passport, is that similar to the circuit breakers, our front line employees cannot be the ones to police the public. We can however play a lead role in ensuring the communications, the understanding, and the policies are clearly communicated, and that our teams are trained as we continue to do everything we can to support a safe business environment between now and the end of the pandemic. We hear you loud and clear – the impact of the announcements without the specifics for operations/communications has once again had a devastating impact on you as business owners and operators. There's been an increase in stress due to uncertainty -- from cancelled meetings and events, which increase the fiscal hardship and liquidity concerns; to employees who are questioning the safety of the work environment without specifics around vaccinations; and once again, the need to update best practices for operating procedures.

Regarding Operations as of September 13

With the introduction of the BC Vaccination Card program, accommodators have not been identified as a setting where proof of vaccination is required; however, many properties have amenities or services that will require proof of vaccination to use. Please note, the government has no plans to mandate immunization as a condition of employment and that this decision is up to each individual business.

The following steps will help prepare accommodators for how to address new proof of vaccination measures.

• STEP 1 | CHOOSING A PoV POLICY

  • Prior to September 13th, accommodators will need to determine what their proof of vaccination policy is. While it is not essential for them to do so, accommodators can introduce their own policy.

  • The main options are outlined below.

    • OPTION 1

      • Make no vaccination requirement for either staff or guests to work or stay at the property

      • NOTE: Public spaces are mandated for masks, and therefore policies to control masks remain in place.

    • OPTION 2

      • Require that ALL employees AND guests be fully vaccinated in order to work and stay at the property

    • OPTION 3

      • Require that all guests be fully vaccinated in order to stay at the property – Employees can remain unvaccinated

    • OPTION 4

      • Require that all employees be vaccinated in order to work at the property – guests can be unvaccinated to stay at the property

  • For options 2, 3, and 4, operators will need to take action to develop and implement their chosen policies. The BCHA will be creating templates to better assist operators in this process. In the meantime, the Business Council of British Columbia and the team at Roper Greyell prepared an informative overview on the shifting public opinion and evolving legal landscape. Read the brief here.

• STEP 2 | DEVELOPING PROTOCOLS SURROUNDING PoV POLICY

  • Many of you reached out with questions on how the vaccination checks would work as you may have areas on property -- like breakfast rooms, fitness centres, meetings spaces, etc. -- that would require proof of vaccination in order to use. The BCHA is acutely aware of workforce crisis we are dealing with. It would be unreasonable to expect that workers be stationed at each point of entry, which would also create multiple points of potential confrontation for workers. The contentiousness of this program is a burden we certainly do not want our workers to bear. We will be including best practices for developing protocols and sharing it with you as soon as we have the necessary information from PHO.

  • Because of this, the BCHA is advocating that any accommodator offering services where proof of vaccination would be required, check for BC Vaccine Cards at the point of check-in, and only then. Should you wish to move forward with a vaccination mandate for guests, we also encourage PoV check at check-in; employee mandated vaccinations will need to be done internally.

• STEP 3 | COMMUNICATING ON YOUR CHANNELS

  • Clear communication to both guests and staff will be fundamental to ensuring that this transition goes smoothly. All of this information, key messages, and further details will be included in the PoV Toolkit that I mentioned is being built out and will be available to you as soon as we have the specific information from the Ministry of Health.

  • Operators will need to clearly communicate their proof of vaccination policy:

    • on their website

    • at time of online booking

    • vocalized at time of over-the-phone or in-person booking

    • in a pre-arrival email

    • with signage posted at entryways and in-front of any PoV-required setting ie. fitness centre, breakfast room, meeting space etc.

    • with OTA's and third party booking platforms

FINAL COMMENTS:

Please note, that we are committed to ensuring that our position to only check proof of vaccination at check-in is accepted by the PHO, in order to best protect businesses, our employees, as well as our guests. This approach will make the most sense operationally, and will refrain businesses from having to shut down their amenities and services. From the feedback we are receiving from you it also will grow confidence for travellers, as well as meeting and events organizers as we look to rebuild business this fall. We will keep you updated on where this advocacy work lands and will continue to keep you updated on the toolkit.”

Extended WorkShare Program

The government has extended the maximum duration of the Work-Sharing program from 38 weeks to 76 weeks for employers affected by COVID-19. The Work-Sharing program can help employers avoid layoffs when there is a temporary reduction in the normal level of business activity that is beyond the employer’s control. The program provides Employment Insurance (EI) benefits to eligible employees who agree to reduce their normal working hours and share the available work while their employer recovers.

The Program allows employers to retain qualified and experienced workers, and avoid recruiting and training new employees. It also allows employees to keep their jobs, and maintain their work skills.

Work-Sharing temporary special measures to support employers and workers affected by COVID-19

Effective March 15, 2020 and extended to September 24, 2022, and not limited to one specific sector or industry, the Government of Canada is introducing temporary special measures:

• extension of the maximum possible duration of an agreement from 38 weeks to 76 weeks

• mandatory cooling off period has been waived for employers who have already used the Work-Sharing program so that eligible employers may immediately enter into a new agreement

• reduce the previous requirements for a Recovery Plan to a single line of text in the application form

• reduce the requirement and expand eligibility to employers affected by accepting business who have been in business for only 1 year rather than 2, and eliminate the burden of having to provide sales/production figures at the same time, and

• expand eligibility for staff who are essential to recovery, Government Business Enterprises (GBEs) and non-for-profit organization employers

Free Workplace Mental Health Training Certification

Tourism and hospitality employees can access a new, free training certification program focused on mental health, well-being, and resiliency skills. The program is part of the recently-launched BC Workplace Mental Health Hub which offers tools to help address common workplace concerns such as bullying, harassment, COVID-19 exposure, coping with stress and more.

The program includes online training modules, optional webinars, and access to learning coaches who will answer questions and provide support. Learning coaches will enhance the experience by ensuring participants have a guide to support them as they work through the course at their own pace.

The new training program was developed with the needs of people working within the tourism and hospitality in mind. Level 1: Foundational Skills aims to teach participants about mental health and how it can fluctuate over time as well as mental health challenges such as anxiety, depression, disordered eating, and substance use issues. They’ll also learn how to reduce stigma and start positive conversations about mental health and better recognize and address chronic stress and burnout to support their own well-being.

go2HR Baby Boomer Employment Toolkit

The go2HR Baby Boomer Tool Kit aims to help BC tourism and hospitality operators to create strategies to diversify workforce demographics to lessen the impact of current and emerging labour shortages. It contains information and tools that will help your business leverage this currently under-utilized and growing labour pool: the “baby boomer” generation.

The Baby Boomer Tool Kit Includes:

• The business case and benefits of hiring baby boomers

• BC employer success stories

• Checklists & resources

• Tips on marketing jobs to baby boomers

• How to manage multigenerational workplaces

Indigenous Tourism BC Labour Market Research, Indigenous Tourism Labour Strategy and a Guide to Wise HR Practices

Indigenous Tourism BC (ITBC) has released “Indigenous Tourism Labour Market Research: Roots to a Future Research Findings 2020-21”, the “BC Indigenous Tourism Strategic Plan,” and “Wise Ways: A Guide of Smart Practices to Attracting and Retaining Indigenous Talent.”

This project launched in November 2019 in response to a critical labour shortage and growing demand for labour in the Indigenous and non-Indigenous tourism industry. This project is funded by the Province of British Columbia and Government of Canada through the Sector Labour Market Partnerships program.

“Indigenous Tourism is one of the fastest growing parts of the tourism sector and we want to ensure businesses have people to do the work so they can continue to grow,” said Melanie Mark, Minister of Tourism, Arts, Culture and Sport. “Creating tools to attract, train and retain Indigenous people to obtain critically important jobs in the tourism sector can advance economic and cultural reconciliation and increased understanding for our culture and practices by visitors near and far.”

The research report shows there were 488 Indigenous tourism businesses in British Columbia in early 2020. These businesses were employing 4,248 people, with a potential of inspiring another 14,500 Indigenous people to build careers in the tourism industry. This research report, strategy and smart practice guide will support a path to build on this success and create growth for Indigenous tourism employment.

ITBC Chair Brenda Baptiste says, “We were preparing for continued growth with this project when the global COVID-19 pandemic was announced. In the footsteps of our ancestors, we shifted our focus to strategies to support Indigenous people and Indigenous tourism businesses to navigate the pandemic and devastating impacts on the tourism industry.”

The research report follows the Literature review which summarizes studies and research on the Indigenous tourism labour force (available online at https://www.indigenousbc.com/corporate/content/uploads/2020/11/REPORT-2020-ITBC-Labour-Market-Research-Literature-Review-2020-04-17-FINAL20200630.pdf). The Indigenous Tourism Labour Strategy outlines strategic approaches and partnerships, training and recruitment supports for Indigenous people, while the “Wise Ways” guide offers ideas on how to recruit and hire Indigenous staff, and build a workplace that retains Indigenous talent.

Baptiste adds, “Our industry has experienced incredible success over the past several years, and we anticipate employment returning to 2019 levels by 2024. ITBC will ensure Indigenous tourism experiences and First Nations have the capacity to grow our industry and continue to showcase our culture, history and story that make British Columbia truly unique among global tourism destinations.”

To learn more about Indigenous Tourism BC and the recent labour market research, visit www.indigenousbc.com/corporate

Research Report Highlights:

• Of all Indigenous tourism businesses, the 2019 size of the workforce was roughly 4,248.

• A Conference Board of Canada study for Tourism HR Canada in 2018 uncovered that 16% of Indigenous people wanted to work in tourism but could not find a job.

• The Indigenous population available for work and interested in working in tourism is estimated at 14,497.

• 33% of Indigenous tourism employers experienced challenges recruiting workers for their business in 2019. Reasons include not being able to provide candidates with competitive salaries (41%), lack of access to appropriate housing (38%), and lack of appropriate training/educational opportunities (38%).

• Those positions cited by Indigenous tourism employers as being most challenging to recruit (10+%) were linked to cook, guiding, retail sales, driver, cleaner, desk clerk, chef, and musician positions.

• There are several constraints to Indigenous tourism businesses and Indigenous people that limit Indigenous business development and deter people from entering and advancing in the Indigenous tourism industry, such as Indigenous community infrastructure like internet connectivity and affordable internet, transportation, and housing.

• There is a growing demographic of Indigenous people suited to careers in the tourism industry. However, there is increasing competition both within and beyond the Indigenous tourism sector.

Quick Links

• Roots to A Future Research Findings 2020-21

• BC Indigenous Tourism Strategic Plan

• Wise Ways: A Guide of Smart Practices to Attracting and Retaining Indigenous Talent

go2HR Launches Safety Training Program: BC Safety Assured For Everyone (B SAFE)

BC Safety Assured For Everyone (B SAFE) is a new 90-minute, online course oriented toward staff in BC’s tourism and hospitality industry. The training aims to provide staff with a strong foundation in COVID-19 health and safety protocols, and to assist them in understanding ever-evolving best practices. Upon successful completion of the course, participants are awarded a certificate that demonstrates their knowledge of and commitment to COVID-19 health and safety. B SAFE will become an industry standard: a recognizable indicator of the extent to which health and safety is a priority for BC’s tourism and hospitality employers. 

Delivered by go2HR and supported by the Ministry of Tourism, Arts, Culture and Sport, B SAFE aims to build community and staff confidence in the health and safety protocols of BC’s tourism and hospitality industry as the province navigates and emerges from the COVID-19 era.

Access is complementary for BC Tourism and Hospitality employers and workers.

Courses will begin mid-May 2021. Registration is now open.