Support to Practice: New Training to Support Staff Supervision

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Last January, The Federation launched the first iteration of a new program for our members, allies, and partners throughout the sector—an ongoing series of regional training opportunities across the province. It was something we had wanted to do for a long time, both because of our commitment to being a truly provincial organization and because we recognize the challenges many community social services organizations face (even those in urban centres) accessing training for their staff.

The first offering was a series of Cultural Safety Training Sessions led by Tammie Myles of Mother Earth Whispers. Unfortunately, the COVID-19 pandemic forced us to transition those sessions online. Even so, the training was a great success and the discussions and exercises encouraged participants to recognize and challenge their own limitations, biases, and barriers and begin to transform how they think, work, and exist in the world.

And while we remain in the midst of a serious public health crisis, that doesn’t mean organizations no longer need training and professional development opportunities. That’s why I am very pleased to announce the second series of custom-built training offerings which will focus on staff supervision.

Supporting Practice, Improving Service Delivery

Working in the community social services sector requires you to deal with a lot of tough situations—you need to make difficult judgment calls all the time. But traditionally, “clinical supervision” has been mainly focused on staff in therapeutic roles. To support all of our valuable employees, we have worked in partnership with Community Action Initiative to develop a series of workshops for staff in supervisory roles that will create a framework for what we are calling “Support to Practice” that can translate to a wide range of service areas.

This cohort-based workshop series will teach supervisors and managers how to understand the spectrum of supervisory responsibilities and help them develop specific supervisory skills that enhance all of your direct services—ensuring your organizations are supporting your staff and meeting the unique needs, preferences, and circumstances of your clients and communities.

Two cohorts will be offered in Spring 2021—one launching in April and one in May—and registration for both is open now. (Additional cohorts will be offered beginning in the fall of 2021 and through 2022.) Dates, times, descriptions, more information, and the registration form for the Support to Practice training are all available on The Federation website now—learn more and register here.

This topic (like the Cultural Safety training before it and the Social Care Admin Support training that is in development) was selected based on feedback from Federation members, Leadership 2020 participants, our sector partners, and through the Social Services Labour Market Research Project. It also supports The Federation’s ongoing goal of building a stronger and more sustainable community social services sector.

As always, if you have ideas or feedback about ways we can support your organizations and employees or other ideas about how this Federation can work towards that goal, please get in touch with me. This program, like everything we do, is both for you and because of you—our members.

Rick FitzZaland
Federation Executive Director

Social Services Labour Market Research Project: Final Report Released

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For the past three years, The Federation has been working with SPARC BC and CSSEA on a research study of the community social services sector labour market. In August, we submitted the Final Report of the Social Services Labour Market Research Project (SSLMRP) to the Ministry of Advanced Education and Skills Training (MAEST) and last month we received approval and were given permission to release the report and the aggregated data publicly. Both are now available on our website.

As some of you may recall, this project was initially developed as a direct result of the work members and sector allies did at The Federation’s 2018 Social Policy Forum (which focused on issues related to the strength and sustainability of our sector). Recruitment and retention challenges were a central theme that emerged over those two days.

Participants recognized that these challenges were not new, but that a major roadblock we were facing was a lack of data about the sector. As a result, our members made clear that a priority for The Federation would be to better understand and address these issues.

We now have the findings and data—both anecdotal and empirical—to explain the nuanced, complex challenges faced by this sector. And we also have the analysis, recommendations, and next steps to address those challenges. And some of those steps are already underway.

The findings of the Social Services Labour Market Research Project (SSLMRP) have informed the rollout of the Community Social Services Training Fund that is now available to community social service organizations across the province. Both the two main grant streams and the series of subsidized workshops are addressing training needs and skill gaps identified by the Social Services Labour Market Research Project and the Training Fund offerings were developed in a way that would mitigate many of the barriers otherwise experienced by northern, rural, and remote organizations.

The report’s primary recommendation—the development of a labour market strategy for BC’s community social services sector—also aligns with work that the Social Services Sector Round Table has begun on creating a Strategic HR Plan for the sector (with a compensation framework being the first item on the agenda). We are using the report in our work with post-secondary institutions around more closely aligning their curricula with organizational needs and the findings related to recruiting and training new employees and volunteers are informing our engagement with the government around employee screening and procurement reform.

And this is only just the beginning. Some initiatives that were underway before the Final Report was released will be aided by the data and insights it contains. Other initiatives and advocacy will be inspired and sparked by the ideas and recommendations within. A lot of hard work went into this project and I am both hopeful and excited about what will come of it.

Next week, The Federation and our colleagues at MAEST will be presenting the Final Report to the Social Services Sector Round Table to connect the dots between the report’s findings and recommendations and the strategic priorities of that group. In the coming weeks and months, we will be making more presentations and sharing key findings and information with members and sector partners—so stay tuned for events, infographics, and webinars.

SSLMRP Key Findings

  • Most Strategic Leaders (over 75%) reported that the level of difficulty in recruiting paid employees was either higher or much higher than it was three years ago.
  • Over two-thirds (69%) of Strategic Leaders Survey respondents said the level of difficulty retaining paid employees was either higher or much higher than it was three years ago.
  • When asked to identify the top three challenges facing them in their current position, Frontline Workers Survey respondents identified stress (70%), low pay (61%), and workload (49%).
  • The large majority of Frontline Workers Survey respondents (81%) reported that the best way to encourage them to stay longer in their current position would be better pay.
  • Nearly two-thirds (64%) of those who responded to the Frontline Workers Survey either strongly agreed or agreed that they need more education and training to advance their career in the community social services sector.

Thanks & Recognition

Funding for this project was provided through the Canada-British Columbia Labour Market Development Agreement’s Sector Labour Market Partnerships (SLMP) Program administered by the BC Ministry of Advanced Education, Skills and Training (MAEST). I’d like to thank our partners within MAEST and at CSSEA and SPARC BC for their work throughout the various stages of this long and very important project.

I would also like to recognize and thank the many members and frontline staff who took the time to participate in our surveys, interviews, focus groups, and advisory committees over the past three years. Your experiences and insights have already proved to be a valuable resource and we are all very much looking forward to the changes they will help to inform.

If you would like more information about this project, the Final Report or our various next steps do not hesitate to contact me.

Rick FitzZaland
Federation Executive Director

Three New Workshops and Seminars

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Last month, I had the pleasure of announcing the launch of applications for the Community Social Services Training Fund. If you haven’t already done so, please visit the Training Fund page to learn more about the two different grant streams that organizations may apply for—the Support for Certification/Education Individual Grant and the Organizational Training Grant. (While you can only apply for one of the two funding streams in each fiscal year, organizations that apply by March 31st, 2021 will be able to submit another application in the following fiscal year.)

This week, I am happy to announce the launch of a series of workshops and training seminars to complement the Training Fund’s two main granting streams. These offerings are open to all community social service organizations across the province and will address training needs and skill gaps identified in the Social Services Labour Market Research Project and the extensive Community Social Services Training Fund survey that took place in 2020.

More Training Opportunities Supported by the Community Social Services Training Fund

The first three offerings are detailed briefly below. Applications for each are open now on The Federation’s website along with more information. An ongoing selection of workshops and seminars will take place between March 2021 and March 2022 and additional offerings will be added over the next twelve months.

Please note: some will require participants to apply as there is limited seating; successful applicants will then be provided with a link to register. Others will have open registration operating on a first-come, first-served, basis.

1. HR Management Basics: Recruitment to Onboarding

This workshop, offered in partnership with CityU, will explore key human resources practices that promote employee retention by improving hiring processes. Topics will include planning, interviewing, selection, and on-boarding and participants will learn specific skills and tools for interviewing and integrating new staff.

This four-part workshop series will take place in 3-hour virtual synchronous seminars over a four-week period in March and April. The content is targeted for small- and medium-sized organizations with no (or limited) dedicated HR departments. Workshop dates, times, and application info are on The Federation website.

2. Coaching for Leaders

This workshop, offered in partnership with CityU, will help participants gain an appreciation for how instructional coaching and solution-based, positive psychology skills can be blended to help identify goals, recognize opportunities, overcome obstacles, make meaningful progress, and celebrate success.

This four-part workshop series will take place in 3.5-hour virtual synchronous seminars over a four-week period in April. The content is targeted for organizations of all sizes but is best suited for those without internal formalized management training. Workshop dates, times, and application info are on The Federation website.

3. Strategic Leadership for Complex Times

This seminar will consist of an online lecture and discussion and will explore strategic leadership approaches across four key themes: Leadership in fluid times, sensing a world in motion, leading change, and embracing the idea.

This seminar is open to all interested participants but is best suited for those in senior management and leadership positions. Registration is open to all staff and volunteers from community social services organizations (of any size) and there is no cost to attend.

Thank You

Funding for these workshops and seminars and the Community Social Services Training Fund grant streams has been provided by the Province of British Columbia as part of an initiative to respond to the training and development needs of those who work with some of BC’s most vulnerable people. You can learn more about these investments here.

More training opportunities will be announced and offered between now and March 2022 so stay tuned for future updates and bookmark this page on The Federation website or sign up for the Community Social Services Training Fund mailing list.

I’d like to thank all of our sector partners at the Social Service Sector Roundtable for their help in making these opportunities possible. If you have any questions or concerns about the Community Social Services Training Fund or other Social Services Sector Round Table initiatives, don’t hesitate to contact me.

Rick FitzZaland
Federation Executive Director