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VACFSS: A Story of Success Through Wise Practices
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VACFSS: A Story of Success Through Wise Practices

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By Paul Hucul

By Paul Hucul

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  • Children in Care (CIC) 476Continuing Care (CCO) 340CIC 136Aboriginal Employees 55 %
  • 2000 24 Funded Positions2007 to 2008 Staff increase from 81to 14039 MCFD Social Workers were seconded to VACFSS in 2008.Presently on 4 remainIn 2003 3 million budget; 2011/2012 33 million budgetLast 10 years FTE increased from 45 to 142 (316%)2003 34 Social Workers 2012 104 Social Workers
  • Developed in 2005
  • Quick Facts155 Employees at VACFSSVACFSS incorporated in 19922002 – 2007 implementation of Guardianship and Resources Programs2008 Child Protection Delegation2007 – 2008 Staffing increase from 70 to 140

Transcript

  • 1. VACFSS: A Story of Success Through Wise Practices Presented by: Paul Hucul
  • 2. Background • VACFSS incorporated in 1992 • Largest urban Child Welfare Agency in Canada• Serves Aboriginal children and families in the City of Vancouver (COV) • 11,140 Aboriginals reside in the COV* • 1981 registered bands in BC* *2006 census
  • 3. Snapshot of VACFSS • 154 employees• Delegated at Child Protection Level • 33 million dollar budget • 476 Children in Care • 200 Foster Parent Homes • Unionized Environment (BCGEU)
  • 4. Path to a Successful DelegatedUrban Based Aboriginal Agency
  • 5. Specific Challenges• Change management – cataclysmic change • Family Support Model to a legislated Model of Child Welfare • Enormous staffing growth • Funding negotiations • Incorporating Aboriginal Best Practice • Diverse urban cultural environment • Development of cultural competency
  • 6. The Seven Key Success Factors Steps to Success: Aboriginal Best Practices
  • 7. Step 1:Identity andCulture
  • 8. Identity and Culture• Cultural competency as the pathway • Recognition of Aboriginal diversity • Aboriginal World View Model • Traditional teachers, elders and knowledge keepers • Systematically integrated culture • Ground culture in events
  • 9. Step 2: Leadership (Siiyamints)
  • 10. Leadership (Siiyamints) • Development of strong Aboriginal leadership • Cloaked in the bestowed name “Siiyamints” • Guided by the Chieftain Stick spirit• Development of specific characteristics of successful leadership
  • 11. Value Driven Leadership 1. Humility 2. Integrity 3. Strength – Based Practice 4. Belonging 5. Respect
  • 12. Characteristics of VACFSS Leadership • Value driven • Emphasis on culture • Flexibility • Resilience • Utilization of elder/knowledge keeper model • Love of VACFSS
  • 13. Step 3: Strategic Visionand Planning (2005 – present)
  • 14. Strategic Vision and Planning The VACFSS vision: “A balanced and harmonious Aboriginal Community”
  • 15. Six Strategic Priorities 1. Decrease the number of Aboriginal children in continuing care 2. Develop a full range of child, youth and family services3. Develop and implement a culturally and spiritually appropriate system of care
  • 16. Six Strategic Priorities cont’d 4. Ensure strong governance of the organization 5. Develop and implement effective communication strategies 6. Develop and implement strategic and risk management strategies
  • 17. Step 4: Governance and Management
  • 18. Governance• Establishment of strong board with quality and talented directors having long tenure • Utilized the Carver Model of Governance and presently the Complimentary Model • Have own governance policy • All Board have been provided training by expert advisors
  • 19. Management • Appointed Managers who have lifeexperience, high qualifications, and who bring wisdom, knowledge and integrity • Development of efficacy • Development of capacity • “Investment in Excellence” – Pacific Institute
  • 20. Step 5: Accountability and Stewardship
  • 21. Accountability and Stewardship • Internal audits • Financial audits • External Operational and Practice audits • BOD/Management planning sessions • Strong Policy and Procedures gave a framework to accountability
  • 22. Step 6: Performance Evaluations
  • 23. Annual Performance Evaluations • CEO evaluated by board • Managers evaluated by CEO/DOP • Supervisors evaluated by managers• Employees evaluated by supervisors
  • 24. Step 7: Collaboration, Partnership and Good Relationships
  • 25. Collaboration, Partnership and Good Relationships • MCFD – strong working committees • Vancouver Aboriginal community • Aboriginal agencies within Vancouver• Aboriginal communities throughout BC
  • 26. Specific Key Practices: VACFSS Management • Established strong business plan • Developed strong financial infrastructure • Developed strong recruitment and hiring practices• Re-engineered organizational structure to facilitate culture • Deliver extensive organizational training • Developed a model for a welcoming work environment
  • 27. Key Characteristics of the Collective Spirit • Value driven • Belief in Aboriginal self determination • Indomitable spirit• Love of Aboriginal children and families • Love of VACFSS • Love of Culture
  • 28. Future Challenges • Sustain sufficient funding • Recruitment and hiring of Aboriginal employees • Succession planning for Aboriginal leadership • Assuming Adoption delegation
  • 29. Future Challenges (cont’d) • Youth services • Reducing the number of children in continuing care • Increasing demand for services
  • 30. “Fortune Favours the prepared mind”