An overview of the RCIP, Canada’s new community-driven permanent residence pathway replacing RNIP.
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Veronica Sepehr
March 4, 2026 at 12:00pm EST
$60
2 hours
Attend Live Online and On-Demand Recording
This course offers a comprehensive educational overview of the Rural Community Immigration Pilot (RCIP) — Canada’s community-driven permanent residence pathway that replaced the RNIP. Participants will gain a clear understanding of how the RCIP functions, including the roles of rural communities, employers, and IRCC in the selection and assessment process. The session focuses on developing practitioner knowledge and analytical skills rather than managing live files, with special attention to interpreting program criteria, local selection frameworks, and 2025 operational realities such as paused sectors, per-employer caps, and fast-filling intakes. Through structured guidance and examples, attendees will leave equipped to interpret RCIP rules confidently and advise clients with accuracy and professionalism.
• Why RNIP was created and how RCIP expands/updates that model.
• What stayed the same (community recommendation at the core) vs. what changed (more communities, refined local rules).
• Who RCIP serves : employer-led hiring to meet rural labour needs.
• Employer designation with the community (eligibility, onboarding, compliance expectations).
• Candidate pathway: job offer → community recommendation (local criteria/points) → PR to IRCC.
• RCIP work permit option while PR is processing (employer-specific; spouse OWP in many cases).
• File choreography: aligning employer HR, community intake timing, and client status/permits.
• Job offer: full-time, non-seasonal, designated employer; wage/NOC consistency.
• Work experience: generally 1 year in last 3; grads in some cases exempt when locally educated.
• Language & education: CLB/NCLC by TEER; ECA for foreign credentials; settlement funds or exemption if working in Canada.
• Allocations vary widely (small to very large): competition intensity differs by community.
• Active vs. paused communities; sector-specific closures (e.g., Sales & Service), and per-employer caps.
• Selection methods: first-come vs. points-based ranking (monthly draws, minimum scores).
• Intake windows (monthly/quarterly, some fill in minutes). How to track changes and triage clients accordingly.
• Research & targeting: map priority sectors, caps, scoring, and “more vs. less active” communities.
• Employer outreach: explain RCIP succinctly; provide designation/readiness checklists.
• Document readiness: language/ECA/reference letters/funds proof ready before intake; mirror NOC duties.
• Timing & deadlines: treat intakes like drop-dead dates; maintain backup plans if viable (alt streams).
• Building a persuasive file: align job, NOC, wage, and candidate narrative to local criteria/points.
• Ethics & risk: no pay-for-offers; misrep risks for both employer and candidate; vet recruiters.
• Employer-side considerations: designation prep, settlement commitments, compliance culture; cap planning.
• Latest developments in distinct communities and implications (e.g., sector paused; employer hit cap; intake moved up).
Audience questions and quick takeaways to operationalize in current environment .
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Founder and Regulated Canadian Immigration Consultant
Westdale Immigration Consulting Inc.
Veronica Sepehr is a research-driven immigration strategist, PhD, and Regulated Canadian Immigration Consultant (RCIC) recognized for her precision, analytical depth, and results-oriented approach. Her practice focuses on spousal sponsorships, post-ITA Express Entry applications, and study permits—areas where attention to detail and strategic clarity make all the difference.
With a background in corporate innovation and legal-product strategy, Veronica brings a unique perspective to immigration practice—combining data-driven insight with practical execution. Fluent in English and Spanish, she’s known for translating complex policy into clear, actionable guidance that empowers both clients and colleagues.
What sets her apart is a rare combination of academic rigour and practitioner insight: a PhD mindset that values evidence, an operational focus that keeps timelines on track, and a people-first approach that turns policy into peace of mind.
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