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