nogdawindamin · in doing so, to honour the creator. ... • ensuring that services support the...
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Human Resources Best PracticesOctober 23, 2018
Indigenous Child and Family Well-Being ConferenceWestin Toronto Airport Hotel, Toronto, ON
Tania Johnston, C.H.R.L.Director of Human Resources
NOGDAWINDAMINFamily and Community Services
PHILOSOPHY
Each of us has been given life and individual gifts by the Creator. In having been endowed with gifts, it is the natural responsibility and, therefore, it is the right of every human being to realize and develop their gifts, and in doing so, to honour the Creator.
The family is irreplaceable. No child welfare program or Agency can meet our children’s needs of love, acceptance, directions, encouragement, and trust better than those children’s families. The family is the sacred trust of the Creator, providing the necessary and rightful environment of nurturance and guidance.
The physical, emotional, mental and spiritual health of the individual is dependent on the same good health of the family unit. The family unit’s good health is dependent on the good health of the community. Therefore, in assisting any one individual to achieve improved or enhanced well-being, that individual’s family and community must be simultaneously supported and assisted.
Family generations and community are important to every individual in establishing and enhancing both a sense of individuality and a sense of belonging – integral elements to positive self-image, self-respect, hope and motivation. Our families and communities can raise their children, given appropriate, adequate and accessible support and/or intervention. Families and communities must be supported by services deemed necessary.
Our families and communities have the right to direct the development of those resources deemed necessary to assist them in their family roles. Our families and communities have the right to direct development of their children, themselves, in accordance with Cultural values.
MEDICINE WHEEL SERVICE DELIVERY
VISION
MISSION
RELATIONSHIP STATEMENTS
WE COMMIT TO
N
S
EW
VISION
Healthy Anishnawbek families and communities protecting, nurturing and guiding our children.
MISSION
Nogdawindamin Family and Community Services will assist the communities in their responsibility to
strengthen families and communities for the safety and well-being of children by providing community based
services grounded in Anishnawbek values.
RELATIONSHIP STATEMENTS
Nogdawindamin Family and Community Services embraces the fundamental
philosophy of valuing relationships built on the foundations of good
governance practices by:
• Fostering and maintaining positive and collaborative relationships by engaging our families and extended families in all aspects of service delivery;
• Maintaining cohesive relationships with First Nation leadership;
• Providing services that reflect the principles of strong partnership among Anishnawbek;
• Building models of collaboration with existing community services;
• Consulting the communities in a comprehensive and meaningful process to ensure their input is respected in service design and delivery;
• Developing working relationships with external partners to achieve our Agency goals.
WE COMMIT TO
• Ensuring that services support the best interests of an Anishnawbek child.
• Promoting the spiritual, physical, emotional and mental well-being of our
Anishnawbek children, families and communities.
• Providing our families with community based services.
• Providing our families with strength based services.
• Providing our families and communities with services in a timely manner.
• Ensuring that our children remain in the circle of family, community or
Nation.
• Valuing cultural diversity and beliefs.
• Ensuring Anishnawbek families and communities receive services from
people grounded in the seven sacred teachings.
• Ensuring that language is woven into service practice.
Overview
• Nogdawindamin’s Journey
• HR Model
• Orientation
• Culture
• Managing Expectations
• Managing Expectations (Progressive Discipline)
• Benefits Management – Cannabis/Medical Marijuana, RTW
• Networking – Q&A
Nogdawindamin’s HR Journey
2015
68 Employees
Prevention services
Alternative Care
Youth in Transition
Mino Madzwin
2018
245 Employees
Child Welfare – 7 FN’s Only Alternative Care Youth in Transition Mino Madzwin Cultural Services Expansion Children’s Mental Health Admission Prevention Neonatal Housing Support Education Support Worker
Lessons Learned
• Expand HR Department Recruiters
Specialized roles
• Ensure realistic recruitment plans
• Develop comprehensive training plans Secondments – co-management plans
Supervisory, management, leadership development
• Develop/expand orientation
• Implement Change Management plans
Nogdawindamin’s Human Resource Model
Director of Human Resources - SRTPTania Johnston
HR Officer Recruitment & Selection – H/O
Vince Nolan
HR Officer Performance Management - Lasalle
Bonnie Reid
HR OfficerBenefits Management -
LasalleMelanie Brennan
HR Assistant - Oxford Lindsey Johnston
HR Assistant - OxfordMelissa St. Louis
Human Resources Department
HR Officer – Recruitment & Selection - East
Sheri GowanStart Oct 29
2 Human Resource Officers – Recruitment & Selection
1 Human Resource Officer – Performance Management
1 Human Resource Officer – Benefits Management
2 Human Resource Assistants
Orientation
• Pre-arrival Preparation – HR, IT, Supervisor On-boarding preparation – review, sign,
collect documents
• Day 1 – Culture, HR, Finance, IT Provide self-care bundle, feast bag, Nog swag, Laptop, ID, Cell phone,
etc.
• Day 2 – Supervisor & Mentor
• Day 3 and on-going – Services, Departments Overview
Culture - Day 1
• Opening Prayer, Welcome and Smudge
• Seven Grandfather Teachings
• Nogdawindamin meaning
• Self-care Bundles – medicines – teachings
• How and why smudge
• General protocols
– Skirts, Moon time, Gatherings, Ceremonies, Drugs & Alcohol Abstinence, cell phones
• Overview of Cultural Department
– Referral process, staff debrief, names, clans, colors, cleanse, circles, seasonal gatherings, teachings
Culture
a. Orientation – Elder’s open, feast plates, self-care bundles
b. Staff access to Elders for self care – access to naming and colors
c. Mandatory participation in Cultural Teachings at minimum of 4x/year – seasonal
d. Team building activities – sweats, skirt/ribbon shirt making….
e. Language posted on walls in offices
Managing Expectations
‘Self-knowledge is the first step towards leadership.’-Vince Lombardi
• What kind of Supervisor are you?– Coach, team player, mentor, laisser-faire, control freak, autocrat
– Strengths & areas requiring improvement
• Do you know what your expectations are in relation to:– Time management
– Problem solving
– Feedback
– Accountability
– Productivity
Managing Expectations (cont’d)
• Communicate expectations to your employees– Ie. Know policies & procedures, legislation, pros and cons before
bringing issues forward
- provide options or probable solutions
• Ask employees what they expect/need from you as their supervisor– everyone is different
Managing Expectations – (Progressive Discipline)
• Treat others how you want to be treated
• Follow Policies & Procedures, ESA, OHR & 7 GFT
• Corrective vs punitive
• In-person discussion asap or as soon as aware– Be prepared – p/p, previous letters, etc.
– Neutral location
– Positive frame - ask
– Corrective action plan
• Document
• Follow up
Benefits Management
• Recreational Cannabis & Medical Marijuana
– Policies & procedures
– Accommodation & support
• Comprehensive Return to Work Programs & Plans
– Include employee, supervisor, medical practitioner
– Monitor & evaluate
Questions
Miigwetch
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