EMPLOYMENT OPPORTUNITIES

The most frequently available position is the casual Child and Youth Worker position. Biannual posting for this position ensures that the organization maintains a good compliment of Casual staff to support the schedule. Full time positions for the Child and Youth Worker and Team Leader positions are hired from within and from the casual pool first.

The other position that occasionally has a vacancy is the Cook or Custodian maintenance position. These applications are accepted at any time.

All applications for employment must include:

1. Written letter with stated intentions for commitment, over view of education and experience and specific strengths to be considered for hiring.
2. Resume
3. 3 written letters of reference
4. Criminal Records Check
5. Status of CPR & First Aid, WHMIS & Infection Control training
6. A copy of certificates, diplomas

EMPLOYMENT POSTING: April and September

CHILD & YOUTH WORKER - Casual

Summary of Position
Under the direction of the Team Leader, the casual CYW is responsible for: the dynamic supervision of youth, the daily care and well-being of youth, to help youth negotiate positive choices using reality therapy techniques, and empowering youth through cultural programming. Staff - client ratios are maintained at 1 to 3

Qualifications

• Sobriety / 100% abstinence of alcohol, illegal drugs and solvents is required
• Must be able to demonstrate a belief in the Strengths of Youth
• Must be willing and able to work creatively & dynamically with youth
• Child & Youth Worker Diploma or other applicable social services program
• Must have some knowledge & understanding of First Nations Culture
• Must have good oral and written communication skills
• Reality Therapy Training is an asset
• Must be available for shift work
• Must be able to work as a team player
• Must be willing to complete all employment requirements
  (CPIC / Finger Prints, Health Assessment, CPR & First Aid, 5 days of Training)
  

All applicants will be screened for personal suitability. Only those applicants with 3 written references and current CPIC will be considered for an interview. Interested applicants, please submit your resume with a covering letter, 3 written letters of reference, current CPIC results to: Carol Hopkins, Executive Director, at the above address / fax by the closing date.

HUMAN RESOURCE HIGHLIGHTS

1. A total of 26 surveys were completed, representing all full time staff and 4 casual staff. Following is a summary of the survey outcome:

In terms of Overall Job Satisfaction; the following are the high and low areas of satisfaction by team:

MANAGEMENT:

Highest rates of satisfaction:
95%: with current job & 95% support for proactive personal

Lowest Rate of Satisfaction:
62% with "The amount & quality of other teams.

FACILITY SUPPORT TEAM:

Highest rates of satisfaction:
100% satisfaction in 3 areas: relationship with your supervisor "with your team"

Lowest Rate of Satisfaction:
50% satisfaction with "Support for Proactive Personal Plan of Care Activities"

TREATMENT TEAM:

Highest rates of satisfaction:
83 % satisfaction with "Support for Proactive Personal Plan of Care Activities"

Lowest Rate of Satisfaction:
45% satisfaction with "The quality of communication with your team"

Overall:

• Highest rates of Satisfaction for all Teams: 92% satisfaction with "Current Job"
• Lowest rates of Satisfaction for all Teams: 68% "The amount & quality of communication between your team & other teams."
  

2. Staff turnover rate is 14% (2 CYW's and 1 Team Leader) The average length of employment is 3.25 years. This does not include the 3 staff position eliminated through the downsizing of the program.

3. Staff Training & Professional Development Activities are as follows:

National Child & Youth Workers Association, Annual Conference (6 staff)
Reality Therapy & Choice Theory (5 staff for Basic Level, 4 Staff Advanced)
Prevention & Management of Aggressive Behavior - Annual Refresher (all staff)
Supervision & Management Skills - Level III, University of Western Ontario (1staff)
Infection Control (all staff)
Living Works: Suicide prevention & Intervention Training: All staff
First Time Managers - a workshop attended by one of the newer Team Leaders

2 staff were supported in their professional development through 6 days off with pay to attend continuing education courses at the University of Western Ontario. The remainder of the classes were completed during regular days off by the 2 staff.

4. Summary of Staff Retention Highlights

• Education Leave - partnership with the Employee equals a maximum of 6 days off with pay for scheduled shifts
• Cultural Leave - 5 days per year to attend Traditional Native Ceremonies such as Sweat Lodge, Memorial Feasts, Healing Ceremonies, Fasting Ceremonies
• Employee Assistance Program
• Overtime Days - 12 per year weather they are worked or not
• Employee Self Assessment & Peer Performance Appraisals
• Professional Development - 3 days per year for Child and Youth Workers
• Staff Satisfaction Survey
• Supervision - weekly meetings
• Staff Recognition Awards - annual presentation of certificates
• Staff Service Awards - annual of plaques, key chain, certificates
• Staff Social Activities - annual Pic Nic and Christmas Dinner
• Employee of the Month Award - picture, money
• Employee Gifts - bereavement & births
• Staff Meetings - monthly
• Staff Trainers - Prevention & Management of Aggressive Behavior, ASIST, Reality Therapy
• Promotion of Staff Skills Through Community Presentations
• Creative Solutions - staff create proposals for any program / policy changes they see relevant, which are then discussed by all staff before decisions are made for change