Building People Capacity for the Future

The Alberta Association of Rehabilitation Centres A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. Building People Capacity for the Future Creating a Human Resource Strategy for the Community Rehabilitation Workforce 1 The Alberta Association of Rehabilitation Centres Welcome • • • • • Policy Makers Educators AARC Members from Across the province Service Providers Community Governors A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. 2 The Alberta Association of Rehabilitation Centres Acknowledgements • Family Supports for Children with Disabilities • PDD Provincial Board • PDD Community Boards • AARC Members • Office of Disability Issues • Human Resources and Employment A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. 3 The Alberta Association of Rehabilitation Centres Why we are here • Forum One: “Building People Capacity for the Future” A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. • Forum Two: “The Plan for Action” • Forum Three: “Roll-out and Engagement” 4 The Alberta Association of Rehabilitation Centres Facilitated Process • Graham Lowe A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. 5 The Alberta Association of Rehabilitation Centres The Vision By the year 2010, the Province of Alberta will have a well trained and stable community rehabilitation workforce recognized as professionals providing valued service. A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. 6 Multiple Data Collection Elements Labour Market Intelligence 7 What we have now that we did not have a year and a half ago……. Labour Market Knowledge On the People who are supported by this workforce On the People who are this workforce On the Public Opinion about this work Work Performed by the Workforce HR Tools to Assist Employers Proposed Communication Strategy 2006-2009 8 On the people who are supported by this workforce…. 2003/2004 fiscal year (PDD System) Current as of October 2004 (FSCD data) 6,156 children receiving supports 8,812 adults receiving supports through PDD 9 Types of Disabilities • Of 6,156 children receiving supports: 63% had a developmental disability 10 Ages of People in PDD Supports •Age group per 100 individuals: 0 26 23 23 16 12 under 18 18 to 25 26 to 35 36 to 45 46 to 55 over 55 11 Individuals being Supported • • • • older with developmental disabilities more complex needs greater diversity higher expectations for quality care • more vocal 12 What People Want • Regular lives being involved in neighbourhoods and having meaningful interactions and contributions • independent living 13 On the people who are this workforce…… •17,050 employees 14 Structure • Community rehabilitation workforce: 82 front-line workers 10 front-line supervisors 6 support 2 senior-level managers 15 Full-time vs Part-time • Of every 10 workers: • 5 are permanent, full-time workers • 3 are permanent, part-time workers • 2 are variable, casual or on-call workers 16 Gender • 8 of 10 workers are women • 9 of 10community rehabilitation students are women 17 Education • Of every 100 workers: 2 26 15 13 12 33 not finished high school high school diploma college diploma some university courses university degree no answer to this question 18 Age Distribution • Of every 100 workers: 16 27 24 20 9 5 are are are are are 18 to 25 26 to 35 36 to 45 46 to 55 over 55 did not say 19 Age Trends • Most workers are 26 – 35 • 90% of workers under 26 are direct service workers • Almost 50% of direct service workers are under 36 20 Trends of Employee • becoming more culturally diverse • more male applicants • lower academic qualifications 21 The Future Employee • need more qualified direct service staff • role will evolve • need better prepared graduates • Yesterday – safety and personal care • Today – community inclusion 22 On the public opinion about this workforce……. There is a low awareness in the public of this workforce and the employment opportunities that exist. Understanding and visibility of careers in this area are not evident to the education system and career counselors. Once awareness is raised, it needs to be positioned as a industry of choice. The Positive Factors that impact current employees need to be highlighted and the Negative Factors addressed 23 Work Performed by the Workforce Bundles of Work (Job Profiles---Benchmarks) Typical Job Titles Typical Reporting Lines Primary activities and tasks Preferred Qualifications 24 The Work Community Support Worker Community Support Practitioner Team Leader Specialist Consultant Coordinator Director 25 HR Tools Job Evaluation Handbook •Bundles of Work •Job Information Questionnaire •Directions on How to Evaluate a job Employer of Choice Self-Assessment Tool •Seven best practice standards for recruitment •Eight best practice standards for retention PACE Workforce Committee Tracking Turnover Tool 26 Strategic Communication Strategy 2006-2009 Public Education and Awareness Program Youth Education and Awareness Program Industry Development and Recognition Program Government Relations Evaluation and Benchmarking 27 What we have now that we did not have a year and a half ago… …..Workforce 2010 has provided a foundation to move forward on…… 28 …Including… Labour Market Knowledge On the People who are supported by this workforce On the People who are this workforce On the Public Opinion about this work Work Performed by the Workforce HR Tools to Assist Employers Proposed Communication Strategy 2006-2009 29 The Alberta Association of Rehabilitation Centres AARC Board and Member Workforce Connected Activities Training, Workshop and Professional Conference •Foundations in Community Rehabilitation and Disabilities Studies. •Training Calendar •Annual Professional Conference May 11 &12 A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. The Fair Compensation Committee •Compelling picture now and future •Position to Influence •Development of a Professional Association Regional Human Resource Committees 30 The Alberta Association of Rehabilitation Centres A collective voice of membership for: 1) creating a platform to be active in influencing the Alberta and Canadian environment for services to persons with disabilities and barriers to inclusion 2) ensuring organizations are a viable and effective community resource within their towns, cities and the province. Brings us to the work we have ahead of us in the next few months…… Creating a Human Resource Strategy for the Community Rehabilitation Workforce 31