This awards program is designed to recognize and celebrate organizations and individuals who embody the very best qualities and practices in service provision to persons with a development disability. The core objective of the Development Services Human Resource Strategy is to improve the personal outcomes and quality of life of people and families supported. Organizations and direct support professionals nominated for this award will be able to demonstrate how their philosophy and work practices advance the goals of the Development Services HR Strategy.
This year, the DS HR Strategy Steering Committee recognized and celebrated the amazing contributions to Ontario’s Developmental Services sector by those who embody the best qualities and demonstrate outstanding practices. The core objective of the Developmental Services Human Resource Strategy is to improve the personal outcomes and quality of life of people and families supported. Organizations and direct support professionals nominated for this award will be able to demonstrate how their philosophy and work practices advance the goals of the Developmental Services HR Strategy.
At the organizational level, nominees were able to demonstrate leadership in workforce development and employee engagement. At the individual level, nominees were able to demonstrate that they put the HR Strategy principles into practice and offer the very best practices in services and supports. The agency and individual selected were both awarded a $500 training bursary.
This year, the DS HR Strategy Steering Committee recognized and celebrated the amazing contributions to Ontario’s Developmental Services sector by those who demonstrate outstanding practices and embody the DS Core Competencies. The core objective of the Developmental Services Human Resource Strategy is to improve the personal outcomes and quality of life of people supported and their families. Nominees for this award were thought to demonstrate philosophies and work practices that advance the goals of the Developmental Services HR Strategy. The agencies of the selected recipients were awarded a $500 training bursary.
Community Living London believes that Mark Benner demonstrates outstanding practices while working to improve the personal outcomes and quality of life of people supported and their families. He continues to be instrumental in advancing the goals of the Developmental Services HR Strategy and is truly worthy of this nomination.
Lesa has a strong belief in the value of identifying and implementing a core competency culture within social services and her incredible enthusiasm and “extras” that she has given to this project make her more than a suitable candidate for this award because she truly does Make a Difference Every Day!!!!
Marzena has further committed to a developing career at Reena, by coming forward to offer her services in assisting with additional trainings, continuing to update her own trainings, contributing as an SSW, chairing meetings for her supervisor and in actively developing her skills in her goal to someday become a supervisor
This year the Provincial Network on Developmental Services presented Steven Finlay, Past Co-Chair of the DS HR Strategy Steering Committee and Current CEO of Surrey Place with a special Making a Difference Award to recognize Steven’s valuable leadership to the DS HR Strategy.
Under Steve’s tenure as Co-Chair of the DS HR Strategy, has accomplished many things, including:
During his term as Co-Chair Steven moved from ED of Community Living Oshawa Clarington to CEO of Surrey Place. In September of 2013 Steven announced his resignation from the role of Co-Chair
The Ontario Developmental Services Human Resource Strategy is pleased to recognize the following Regional Champions agencies with the Make a Difference Every Day Award. Each agency participated in a Core Competencies pilot project launched by the strategy, which encouraged developmental services organizations to establish new guidelines for employees. By implementing Core Competencies into their workplaces, these agencies laid the groundwork for better training, recruitment, career planning and performance expectations for their staff – all of which will make a difference in the lives of people who rely on developmental service organizations for their care.
Here is the list of Regional Champions and their representatives, along with what each agency had to say about the Core Competencies project, when presented with the award at the Developmental Services Human Resource Strategy Forum, Feb. 6-7, 2013 in Toronto.
The Core Competency Committee is a collaborative committee of direct support professionals and management employees, responsible for overseeing the Introduction of Core Competencies into the organization. The team works together to plan how to best deliver training and information about the core competencies within the organization.
Community Living Cambridge was excited to be chosen as one of the pilot agencies in this new HR Strategy venture for the DS sector. The project was well received by our staff teams across the agency and they were quick to see and affirm the value of the task. Through the pilot process, a new level of understanding for future training needs, succession planning steps and even supervision topics grew. CLC definitely recognized the benefits of applying the Core Competencies!
Core Competencies has been a huge success in our organization! Through training and understanding of the competencies our Management team is better able to support and coach employees. Using the Core Competencies in redeveloping our job descriptions and performance appraisals has offered a streamlined and transparent guide to success that is easily accessed and understood by all employees.
Participating in this project has given us a jump start to professionalize our work. Our employees were very receptive and although much of it was already an expectation this initiative has given us the model necessary to stay on track. It has also added a new dimension to our recruitment process. We now make smarter decisions when hiring
The implementation of core competencies as developed for the DS Sector has offered the staff of Community Living Brant the opportunity to feel engaged and inspired! The core competencies provide more focus in the coaching process and lead to a partnership with employees. Through staff development CL Brant continues on its road of, “Enhancing the lives of the people we support”.
Community Living Toronto has seamlessly integrated Core Competencies into our practices. They direct our Recruitment processes to select the best e. We developed an online version of the Core Competencies training that was shared with the sector. This allows our new staff to quickly access information to provide them with a clear picture of the behaviours needed for success. We also incorporated the Development Resource Guide into our COMPASS Mentoring program to continue to support staff in striving to achieve their goals and become star performers.
Reena is proud to be participating as an agency in the Core Competencies HR Strategy Initiative. Reena has been connected to the strategy at the sector wide planning stages, through membership on various committees and focus groups. Reena participated as a Pilot site for the HR Strategy -Core Competencies and is now as Regional Champion and responsible for training trainers from a variety of organizations. Internally our implementation team has worked on supporting a large system through change and is continuously looking at creative and sustainable ways to drive competencies forward – embedding Core Competencies into our day to day operations.
It was pleasure to be a part of the Core Competencies Pilot initiative. When the project was first introduced, we quickly recognized how it could assist Mainstream in our efforts to enhance the lives of the people we support. Although, there were some frustrations in terms of implementation at the beginning (after all it meant “change’) our decision to participate turned out to be a positive one.
The Core Competencies initiative has impacted the Ottawa Rotary Home by shifting the culture and allowing us to focus on developing meaningful career paths for staff while enhancing the quality of life for those we support.
The core competencies initiative at Ongwanada has included staff training, the completion of Competency Assessment Questionnaires and the incorporation of behaviour-based interviews into hiring practices. It has been a great opportunity for Ongwanada to continue its promotion of quality support and service to our clients. We are very pleased to have been involved in this initiative from the ground up…and look forward to its continued promotion.
Community Living Essex County continues to
be excited to be part of the implementation of Core Competencies and the Human Resource Strategy. This is a continuing process of employee growth and development and a great opportunity for succession planning. Core Competencies has enabled all employees to enhance the quality of life for the people we support. Through positive and professional communication, actions and beliefs, we are inspiring possibilities!
Community Living London (CLL) staff embraced the Core Competency initiative from the very beginning. Our implementation committee made great efforts to ensure that all employees within the organization were introduced to the Core Competencies, its purpose and its value, through an integrated experience of fun and theory. The success of Core Competency within our agency is due to the dedication and commitment of all involved.”
To be a part of the implementation of Core Competencies has been a wonderful learning experience! Embracing this cultural shift has resulted in professional growth within the staffing complement that can only enhance the services and supports provided for persons who have an intellectual disability.
Our agency was one of the first to receive Core Competency training and we are still going through changes the same as other agencies will. Our role was very rewarding and if we contributed in a small way in this large undertaking we are extremely grateful.”
Since the delivery of core competencies to the agencies, it is helping to enhance and build quality supports and services for a better future.”