Building People Capacity for the Future

1
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.

• Creating a Human Resource Strategy for the
  Community Rehabilitation Workforce

2
Welcome
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.

• Policy Makers
• Educators
• AARC Members from Across the province
• Service Providers
• Community Governors

3
Acknowledgements
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.

• Family Supports for Children with Disabilities
• PDD Provincial Board
• PDD Community Boards
• AARC Members
• Office of Disability Issues
• Human Resources and Employment

4
Why we are here
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.

• Forum One Building People Capacity for the
  Future
• Forum Two The Plan for Action
• Forum Three Roll-out and Engagement

5
Facilitated Process
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.

• Graham Lowe

6
The Vision
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.

• By the year 2010, the Province of Alberta will
  have a well trained and stable community
  rehabilitation workforce recognized as
  professionals providing valued service.

7
Multiple Data Collection Elements
Labour Market Intelligence
8
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
9
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
10
Types of Disabilities

• Of 6,156 children receiving supports

63 had a developmental disability
11
Ages of People in PDD Supports

• Age group per 100 individuals

0 under 18 26 18 to 25 23 26 to 35 23 36
to 45 16 46 to 55 12 over 55
12
Individuals being Supported

• older with developmental disabilities
• more complex needs
• greater diversity
• higher expectations for quality care
• more vocal

13
What People Want

• Regular lives being involved in neighbourhoods
  and having meaningful interactions and
  contributions
• independent living

14
On the people who are this workforce

• 17,050 employees

15
Structure

• Community rehabilitation workforce

82 front-line workers
10 front-line supervisors
6 support
2 senior-level managers
16
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

17
Gender

• 8 of 10 workers are women
• 9 of 10

community rehabilitation students are women
18
Education

• Of every 100 workers

2 not finished high school 26 high school
diploma 15 college diploma 13 some university
courses 12 university degree 33 no answer to this
question
19
Age Distribution

• Of every 100 workers

16 are 18 to 25 27 are 26 to 35 24 are 36
to 45 20 are 46 to 55 9 are over 55 5
did not say
20
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

21
Trends of Employee

• becoming more culturally diverse
• more male applicants
• lower academic qualifications

22
The Future Employee

• need more qualified direct service staff
• role will evolve
• need better prepared graduates

• Yesterday safety and personal care
• Today community inclusion

23
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
24
Work Performed by the Workforce
Bundles of Work (Job Profiles---Benchmarks)
Typical Job Titles Typical Reporting
Lines Primary activities and tasks Preferred
Qualifications
25
The Work

• Community Support Worker
• Community Support Practitioner
• Team Leader Specialist Consultant
• Coordinator
• Director

26
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
27
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
28
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
29
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
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.
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
• The Fair Compensation Committee
• Compelling picture now and future
• Position to Influence
• Development of a Professional Association
• Regional Human Resource Committees

31
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