今天跑去 Horseshoe Valley (馬蹄谷) 玩越野滑雪，這是來加拿大之後第二次的嘗試，發現比滑降滑雪簡單多了，而且運動量大，更容易避開人群，享受森林的寧靜。
上次嘗試越野滑雪已經超過一年，因為當時沒有完全學會，今天上課才重新上手，這是一項需要手腳並用的運動，每次滑出一步，都需要用腳蹬，用手撐，身體還要上下擺動，協調出韻律，實在不簡單，加上地形變化的時候，例如面對大下坡，還需要運用滑降滑雪的轉彎技巧，因此要成為專家比較困難，我們純休閒健身，就隨便多了。
像我們這種初學者，最適合這種平緩的森林步道，道路蜿蜒在樹林中，到處都是雪，轉個彎，前後都沒有人，四周靜悄悄的，有時只有小鳥的叫聲，非常寧靜，很享受。
這張照片看不出來，一路筆直，帶著微緩的坡，我站著不動，用滑雪桿一撐，整個人就緩緩往前滑，可以一路滑到三公里外，好過癮。
路旁的樹木都被雪覆蓋，近看就像這樣。
要回家的時候，往滑降滑雪場望去，已經點上照明燈，山坡上還有人在滑，這裡的人瘋滑雪到這種程度，我還沒法體會。
新年過了，開始正常上班，同事都陸續回來，見面總是問候過節好嗎？不少人剛才下飛機，都是從溫暖的地方回來，露著曬黑的皮膚，興奮又驕傲，多倫多人冬天的流行度假方式：到溫暖的南方，或是到高山滑雪，前者被稱為雪鳥（Snow Bird），後者不知道該不該稱作雪人？我真羨慕他們可以常常度假。
記得以前在台灣春節後第一天上班總是非常輕鬆，同事三三兩兩聚著聊天，雖然在多倫多的這家公司的氣氛也如此，但是忙碌多了，因為這裡的人工作態度比較緊張，工作時全力以赴，但是下班就早點回家。雖然今天特殊，下午六點剩下小貓兩三隻，但是平常日子也相差不遠。
我蠻喜歡這裏的工作氣氛，沒有台灣老闆那種指使的嘴臉，也少有同事鉤心鬥角的心機，從事類似的工作，薪水卻比台灣高很多，雖然加拿大的稅率較高，但是住宅環境與基本教育比較好，整體而言，若能從事本行的工作，台灣移民的生活水準可以提高很多。
台灣移民受限於管理與溝通的能力無法與本地人抗衡，升遷管道狹隘，對不介意一生從事技術工作的人也無妨，若不甘於所謂”玻璃天花”的限制，就需要另求出路，除了需要不斷改善自己的缺陷，尋找自立門戶的機會也很重要。
希望這新的一年能更好，能有突破。
專業導師指導新移民找工作，讓加拿大的專業者指導具備同樣專業的新移民，像台灣的學長制一樣，協助尋找工作，發展專業
Mentoring Immigrant Program: Profession to Profession
In response to employment barriers faced by internationally trained professionals, the City, in partnership with various community agencies, conducts a program that matches experienced professionals of the Toronto Public Service (mentors) with internationally educated immigrant professionals (mentees). Mentors provide advice and guidance to assist the mentees in finding employment in their fields of expertise. The pilot program met its objective, with over 60 percent of the mentees finding suitable employment. Over 91 percent of the mentees said the mentoring relationship was a positive experience for them, and 90 percent of the mentors said they would participate again in the program.
Based on the success of the pilot project, the program has been implemented on a wider scale in 2005 to include additional occupational professions including human resources, financial analysts, purchasing, facilities and real estate. For more information, visit the City’s Mentoring site.
For 2005, forty City staff have been matched with skilled immigrants seeking employment in the same occupation. Meetings take place at the mentor's office during work hours. The goal of the program is to provide the skilled immigrant with practical advice and an opportunity to build the networks that are critical to a successful job search. City mentors benefit from an opportunity to develop their leadership and communication skills and gain an understanding of the experiences of skilled immigrants living in their community. The result for the City of Toronto is a workforce that is more experienced in cross-cultural understanding, and ultimately, creates a more inclusive work environment.
市政府成立工程師合作案，參與的35名新移民最後都找到工作
Co-Op Engineering
The Co-Op Engineering program, a partnership between the City's Technical Services Division and the Toronto District School Board's adult education program provided 50 foreign-trained professional engineers with the opportunity to gain Canadian employment experience. The City in turn was provided with a skilled labor pool with which to complete a major data warehousing project related to upgrading the City's water management system. Productivity improved, and 35 new immigrants eventually obtained permanent employment within or close to the city.
事業接軌計畫，市政府参與接受在國外訓練的專業人員的實習計畫，讓新移民得到實際加拿大工作經驗，然後再找到合適的工作。
Career Bridge
Career Bridge is a paid internship program designed to overcome workplace barriers faced by professionally educated immigrants seeking to build careers in Canada. Career Bridge interns are internationally trained university graduates and professionals who are seeking employment in their fields of expertise in Canada. They represent a variety of professional groups including accountants, MBA's, biochemists, economists, technology specialists, human resources specialists, financial analysts and engineers, and have an average of eight years work experience. Internships usually last from four to six months
The City participated in the pilot program for Career Bridge in early 2004 and hired 2 interns. In 2005, the City committed to hiring 10 interns and exceeded this goal by hiring 11 interns. Managers reported that they were extremely impressed with the experience, skills and professionalism of the interns. Managers also commented that they and the other staff in their work units benefited professionally and personally from the experience. The City plans to participate in this program in 2006 and beyond.
For more information visit the Career Bridge website at www.careerbridge.ca
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