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GRANDE PRAIRIE REGIONAL COLLEGE
POSITION DESCRIPTION
This position description reflects the requirements of the position, not the education, skills, knowledge
or experience held by the incumbent. When complete, the Position Description reflects a
collaborative understanding of job content. The Position Description must be accompanied by a
College Classification Committee Request Form.
1. Position Identification
Job Title Settlement Practitioner Date December 8, 2008; September 2, 2009
Name ____________________________ Department School of Arts, Science and
Upgrading
Signatures ____________________________ Dean, School of Arts, Science and Upgrading
Employee Supervisor
_____________________________ ________________________
Dean or Director Vic e-President or President
2. General Purpose
Briefly describe the general purpose of this job. “Why does this job exist?” and “What is the job
responsible for?”
As part of the Immigrant Settlement team for Grande Prairie and Area, the Settlement
Practitioner will provide a wide range of settlement services and support to newcomers
to Canada. With over 100 countries represented in the Grande Prairie area, this position
deals with clients from diverse cultural backgrounds.
3. Key Activities
Consider the key activities or responsibilities undertaken. Describe eac h of them, by a phrase, at the top of
each box. Estimate (to the nearest 5%) the percentage of time per year spent on each (combined total =
100% ). Then describe each duty using details, examples and/or key output meas ures.
Activity A: Service Delivery (90% )
Assist newcomers to prepare for lifelong learning, employment, and citizenship.
The Settlement Practitioner facilitates this process by bridging the gap for
newcomers making the adjustment from arrival to settlement.
Reach newly arrived immigrants as soon as possible after their arrival to increase
their self-sufficiency, participation and contribution to their new community.
Assist people with longer-term barriers to settlement with issues such as: increase
the ability of newcomers to access opportunities, services and resources as well as
to enhance their labour market participation and economic independence, while
discouraging the duplication of services offered by other mainstream service
providers.
Immigrant Settlement Services include, but are not limited to, the
following:
Information, Orientation and Referral
Offer information and guidance to enable immigrants to cope with immediate
needs.
Work in collaboration with educational providers, community volunteers and
other agencies to offer information to immigrants on an individual basis.
Introduce newcomers to the community and its services; refer newcomers to
appropriate agencies and necessary services and resources as per
individual client needs.
Supportive Counseling
Help newcomers identify options and develop and implement strategies for their
adjustment to Canadian life.
Make referrals to therapeutic counseling when appropriate.
Give support to clients to achieve realistic strategies, p ut them into practice, and
feel supported in their new challenges.
Employment Readiness
Provide employment assessment, orientation to Canadian workplace and job
search assistance; educate clients to employment rights and responsibilities.
Assist newcomers with transferring their skills to the Canadian workplace and
assist with appropriate job-search strategies.
Activity B: Data Collection and Reporting (10%)
In conjunction with the Dean, School of Arts, Science and Upgrading, and Immigrant
Settlement Program Assistant, the Settlement Practitioner will gather information and
statistical data for reporting as required by the funding agency.
Form Updated by the CCC: May 1, 2005
2
Which of the above duties is considered the most difficult and complex?
Activity A is the most difficult and complex as it is dealing with clients from diverse
backgrounds with a wide range of needs .
4. Education and Specific Training
The College Classification Committee Terms of Reference state: “In reviewing Education,
Experience and Initial Learning Time requirements listed by the employee and the
supervisor, the CCC may make changes to ensure consistency and internal equity. Where
applicable, the CCC will adhere to consistent requirements for positions and categories of
positions that were developed by the Position Review Committee.”
Education and Experience are considered in combination when rating these factors; minimum requirements
are rated.
a) What should be the minimum schooling or formal training for a new person being hired int o this
position?
Secondary School: ( ) Post Secondary: 1 yr. ( X ) 2 yrs. ( ) or an equivalent combination of
education and experience
University: Bachelors ( ) Masters ( ) Doctorate ( ) Why is this degree required?
__With experience in Immigration preferred._________________________________
b) Is any Provincial or other vocational or professional certification required? If yes, please specify.
_________No__________________________________________________________
c) Please specify any exceptional software packages and/or equipment used on this job.
____Familiarity with Microsoft Programs. _____________________________________
d) Proficiency in English is essential. Fluency in other languages, French specifically, is preferred.
5. Experience and Initial Learning Time
How much relevant experience, gained prior to and/or on the job, is required for a new person wit h the
education as specified in Section 4, to meet the performance outputs of this job? Please circle or shade the
estimated period in months (m) or years (y).
Required previous relat ed job experience Initial learning time at the College - Period of time
required to “get up to speed” to perform the job
1M 3M 6M 9M 1Y 1.5Y 2Y 3Y effectively.
4Y 5Y 6Y 7Y 8Y 9Y 10Y 11Y 12Y 3M 6M 9M 12M
Form Updated by the CCC: May 1, 2005
3
6. Judgment
a) When there is a situation I have not come across before (circle or shade all res ponses that apply):
1 = Almost Never; 2 = Once in a while; 3 = Often; 4 = Most of the time
I immediately ask my supervisor what to do 1 2 3 4
I ask co-workers for help deciding what to do 1 2 3 4
I read manuals and figure out what to do 1 2 3 4
My supervis or and I together decide what to do 1 2 3 4
I decide what to do based on my previous experience, 1 2 3 4
as well as check guidelines and procedures
I get advice on problems from management and ot her 1 2 3 4
sources (i.e. professional resources)
Other (specify) 1 2 3 4
- research updates on internet
- request information from CIC Call Centre
b) In your job, do you (please check all that apply):
( X ) Follow specific instructions/procedures exactly
( X ) Use well-defined met hods and procedures as guidelines for assignments
( X ) Use established guidelines to achieve desired end results
( ) Modify or change established methods and proc edures, but stay within prescribed standards
(i.e., legislative boundaries, regulatory requirements)
Provide examples that have occurred in the past year.
____________________________________________________________________
( ) Develop new solutions to diverse and complex problems with conflicting requirements because
there are no guidelines
Provide examples that occurred in the past year.
____________________________________________________________________
( ) Other. Explain.
____________________________________________________________________
c) Before making a decision, whom would you usually consult? Please check only one response.
( ) Team/Committee members
( x ) Immediate supervisor
( ) Peers in own department
( ) Peers throughout the College
( ) Department head (in a capacity other than as your supervisor)
( ) Vice-President (in a capacity other than as your supervisor)
( ) President (in a capacity other than as your supervisor)
( ) Other (specify)
____________________________________________________________________
Form Updated by the CCC: May 1, 2005
4
6. Judgment (cont’d)
d) What types of recommendations are expected to be made on a regular basis?
Immigration processes; referrals to other agencies________________________
e) What final decisions are regularly made by this position for which it is held accountable?
Advice given to clients about immigration processes and the appropriate forms needed_
f) What decisions must be referred to a higher authority?
All financial decisions____________
7. Independence to Act
a) What kinds of guidelines/procedures/manuals/documentation do you use in carrying out your job duties
and in making your recommendations or decisions? Please give specific examples and indicate
whet her they are us ed as set procedures to be closely followed, guidelines to be generally followed, or
broad parameters within which to function.
List Documents/Resources How are they Used? Examples
(Policies, Procedures or Guidelines)
Citizenship and Immigration Policies and procedures To assist clients with immigration
Canada Call Centre issues.
Immigrant serving agencies in Guidance Providing information to clients.
Alberta
Immigration Law Law Providing information to clients.
Local referral agencies Procedures How to access available services.
Resettlement Assistance
Delivery Handbook Guidelines Settlement Counselor How-to book
Form Updated by the CCC: May 1, 2005
5
7. Independence to Act (cont’d)
b) Please indicate how your work is checked by your supervisor and the frequency of these checks .
Daily Weekly Monthly Rarely Examples
Most work is checked X
Work is checked periodically X
Only final versions/outputs are checked X quarterly
Oral progress reports are requested from you X
Written progress reports are requested from you X
Discussion with supervisor X
Other
c) Indicate degree to which creative thinking is required in your job.
( ) Occasionally ( ) Regularly ( ) Almost continuously ( x ) Integral to the job
Provide specific examples that occurred in the past year.
- looking at problems from all aspects to come up with creative and appropriate solutions (many
clients come into the office with difficult issues and the settlement worker must be able to look at
all the angles to determine appropriate advise or next steps)
d) State any financial responsibilities for which you are accountable.
(i.e. budget, funding/grant proposals, expenditure approval)
_____________________N/A____________________________________________
____________________________________________________________________
e) Please indicate your involvement in the budgetary process.
(x) No involvement with budget(s)
( ) Administer, monitor, prepare input to part of the department budget
( ) Accountable and/ or control department budget
( ) Accountable and/ or control College budget
f) Financial processing and commitment. Please check the boxes most appropriate to your position.
( x ) Very little/no responsibility for handling or processing cash, c heques, contracts, purchase orders
( ) Some res ponsibility for handling or processing cash, cheques, contracts, purchase orders
( ) Responsible for signing for the receipt of materials delivered or services rendered
( ) Responsible for signing or initiating requests to make minor expendit ures or recoveries according
to detailed written procedures
( ) Responsible for signing or initiating requests to make significant expenditures or recoveries
according to detailed written procedures
( ) Responsible for decisions that involves major financial commitments, obligations or costs
Form Updated by the CCC: May 1, 2005
6
8. Impact of Decisions and Recommendations
a) Indicate the affect of decisions that you make.
( ) Decisions affect only incumbent’s job responsibilities
( X) Decisions affect incumbent’s position and work of others doing similar jobs
( ) Decisions may affect an entire unit of the department and, at times, may affect the work of the
entire department
( ) Decisions consistently affect an entire department, and at times, may affect the work performed in
one or more other departments
( ) Decisions consistently affect the operations of an entire division and/ or multiple departments
across divisions
( ) Decisions generally affect day-to-day operations of the entire College
b) If you made an error or an incorrect recommendation/decision, who would normally become involved in
correcting it?
( ) I could correct it myself
( X) My supervis or would become involved and would advise me how to correct it
( ) My supervis or would become involved and provide instructions on how the problem
should be corrected
( ) My Dept. Head would become involved and provide instructions on how the problem
should be corrected
( ) Vice-President or President would bec ome involved in developing a solution to the problem
( X) Other. Provide examples: clients are ultimately responsible for their decisions; CIC would
become involved.
Form Updated by the CCC: May 1, 2005
7
9. Working Relationships
What are the typical working relationships necessary in doing your job? For each contact listed below,
check the appropriate codes that apply to your job. (do not include contact with thos e you supervis e)
1) Exchange of factual or everyday information
2) Explanation and interpretation of information or ideas
3) Discussion of problems with a view to obtaining consent, cooperation and/or coordination of
activities
4) Advising, coaching, resolving conflict
5) Negotiation of programs, policies or agreements on behalf of the department, in which cooperation
is difficult to achieve
6) Negotiation of programs, policies or agreements on behalf of the College, in which cooperation is
difficult to achieve
Contact (work related)
Record the frequency of the contact in the
Code box as:
D (daily) M (monthly) W (weekly)
Q (quarterly) A (annually) 1 2 3 4 5 6
Employees in the same department as yours D D
Employees in another department
Department Heads
Business represent atives (suppliers)
Government regulatory representatives Q
Industry associations
Representatives of professional agencies D W W
University representatives
Customers/clients D D D D
Students
Board Members
Others
Form Updated by the CCC: May 1, 2005
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10. Leadership
“Technical or functional leadership may be provided by a person who is particularly knowledgeable or
expert in a field or discipline”. The expert may be required to provide direction to ot hers for whom they do
not have formal responsibility.
Name any jobs or work groups you manage/lead under one or more of thes e categories.
Check all that apply. Provide examples where necessary.
( ) Assign and check work of ot hers doing work similar to yours ______________________
( ) Provide technical or functional guidance to other staff ______________________
( ) Supervise/lead a work group; assign work to be done methods to
be used, and take responsibility for all the work of the group _____________________
( ) Manage the work, practices and procedures of a department.
Responsible for appraisal, discipline, hiring and replacement of
personnel ______________________
( ) Manage the work of a department, including planning staffing,
budgeting, setting objectives ______________________
( ) Provide advanced technical leaderships ______________________
( ) Other (i.e. counseling, coaching) ______________________
11. Accountability Identify the extent to which this job is responsible for ensuring quality, service
and performance criteria are established and/or met. Check only the predominant characteristic.
( ) Ensure work you perform meets quality and service requirements
( ) Ensure tasks assigned to others satisfy quality and servic e requirements
( x ) Ensure that functional or product delivery satisfy quality and service requirements (as per
Cont racted Guidelines)
( ) Ensure that functional or product development meet performance objectives
( ) Ensure department content and structure are aligned with operational and/or business goals
Form Updated by the CCC: May 1, 2005
9
12. Physical and Sensory Demands
FREQUENCY: Occa sional means once in a while over a period of time (i. e. once in a while on a daily
basis or several times daily, but not every day)
Regular means often over a period of time such as several times daily almost every day
Continuous means that with the exception of breaks, the activity is continuous almost every
day
PHYSI CAL DEMANDS:
What physical effort is required on a regular basis for your position?
(i.e., sitting; standing; walking; climbing; lifting and/or carrying light, medium or heavy objects; pu shing;
pulling; working in an awk ward position; or maintaining one position for a long period of time)
DURA TION FREQUENCY
Less than 1 More than 2
Between 1
Activity hour at a hours at a Occasional Regular Continuous
and 2 hours
time time
Sitting X X
Standing X X
Walking X X
SENSORY DEMANDS:
What visual effort is required on a concent rated basis in your position?
(i.e. reading data or input of data, report writing, operating a computer, product counting)
DURA TION FREQUENCY
Less than 1 More than 2
Between 1
Activity hour at a hours at a Occasional Regular Continuous
and 2 hours
time time
Reading data X X
Recording X X
data
Telephone X X
Report quarterly
Writing X
Does your position require that you listen attentively?
(i.e., advising, negotiating, taking telephone messages, operating a switchboard)?
DURA TION FREQUENCY
Less than 1 More than 2
Between 1
Activity hour at a hours at a Occasional Regular Continuous
and 2 hours
time time
advising X X
Form Updated by the CCC: May 1, 2005
10
13. Environment
FREQUENCY: Occa sional means once in a while over a period of time (i. e. once in a while on a daily
basis or several times daily, but not every day)
Regular means often over a period of time such as several times daily almost every day
Continuous means that with the exception of breaks, the activity is continuous almost every
day
WORKING CONDITIONS:
Is there some degree of unpleasantness in the day-to-day activities of your job?
(disregard elements that do not apply to you and check only one of “occasional, regular, continuous)?
Occasional Regular Continuous
Chemical Substance
Heat
Cold
Extreme Temperature
Noise
Travel
Other
Heavy traffic flow X
Frequent interruptions X
Busy department X
HAZARDS:
Is there some degree of haz ards in the day-to-day activities of your job owing to
(disregard elements that do not apply to you, and check only on e of “occasional”, “regular” and
“continuous”)?
Occasional Regular Continuous
Toxic Substances
Mechanic al Equipment
Personal Injury
Other (specify)
Form Updated by the CCC: May 1, 2005
11
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