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Person-Centred Recruitment and Hiring: LiveWorkPlay's Journey (So Far!)

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This session explores the LiveWorkPlay journey in developing and using person-centred practices. Supported individuals must have a say not only as to what, where, why, how, and when they are supported but also WHO will be invited into their lives. This presents a myriad of human resources challenges and opportunities!

Published in: Government & Nonprofit
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Person-Centred Recruitment and Hiring: LiveWorkPlay's Journey (So Far!)

  1. 1. Person-Centred Recruitment and Hiring Julie Kingstone, MEd LiveWorkPlay.ca Presented on day two of the HSA Canada Learning Community for Person-Centred Practices Gathering April 20-21, 2016 Richmond Hill, Ontario
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  3. 3. Compliments of HSA
  4. 4. Who are we recruiting?
  5. 5. Who will do what and how will we make decisions together? Who Role Decisions How --- Provides Info to build job ad and vision of ideal match, conducts final interview Decides what information to share, chooses questions and venue for 2nd interview and recommendations and vetoes for hire Do I feel like there is a good connection and want to invite this person on a trial basis to support me? --- (---’s Mom) LiveWorkPlay Team Lead and Director of Operations Craft job ad based on info, place job ad, conduct interviews Job Ad, Candidates to interview LiveWorkPlay decides what candidates to invite to initial interview and which candidates to present to --- for 2nd interview, and base hiring on ---’s recommendations and preferences.
  6. 6. Who are we looking for?
  7. 7. Examples of Job Ads Community Connector and Living Coach Are You a Woman and Up for a Challenge? • Are you community oriented and person centred? Are you patient yet persistent? Are you good at not taking things personally? Are you calm and non-reactive? Are you interested in art scrapbooking, photography, movies, animals, spending time outside, and horses? Are you looking to work as part of a supportive team but prepared to work independently most of the time? Are you interested in making a difference in the life of a young, energetic woman living with an intellectual disability and mental health issue (anxiety and challenge with regulating emotions)? If you have answered yes to all of the above questions we want to meet you!
  8. 8. LiveWorkPlay is looking to hire a full time female team member to be matched to support a young woman to live in her own home. The support needed by this individual will change over time, but presently the individual needs a combination of support to live successfully in her own apartment which includes: • supporting her to plan meals • grocery shopping • meal preparation • budgeting • meeting her neighbours • managing her apartment • managing her medication and health • managing the expectations of the landlord and the community
  9. 9. AND • Supporting her to participate and contribute to activities of her choice in the community including recreation, leisure, volunteer work, paid work, and the development and maintenance of non-paid relationships including family and friends • Note: when applying for this position please include a completed one page profile as part of your resume. The one page profile and instructions can be viewed at www.liveworkplay.ca/careers. You will have to 1) complete the profile 2) add it to your resume document 3) upload the resume and profile as a single document which you will then send to LiveWorkPlay using the Charity Village Apply Now button.
  10. 10. Who are possible matches?
  11. 11. Who is the best match? For the Organization? For the Team? For the Individual?
  12. 12. Decision-Making on Best Match Initial Interview: Determine if the candidate is a good match for the organization, team and if candidate would be a good match to support the individual based on ideal candidate criteria 2nd Interview : Candidates meet individual he or she has applied to support Follow-up with Individual to make final endorsements
  13. 13. Is there anything else we need to know? • References, key questions: Ask what the reference likes and admires about the person Ask how the individual needed to be supported to be successful
  14. 14. Is this working for everyone?
  15. 15. Team Purpose What is our purpose • Support --- to build roles and relationships in to be a valued citizen • Support --- to have a good life • Offer support alternatives and possibilities that are not segregated, restrictive and intrusive Why am I part of the team? • --- needs significant level of support • Diverse team brings different personalities and skills • --- picked us Deanna: Likes helping people Maggi: Want to learn from --- Delphine: Learning more; support and organisation Sylvie: Develop ways of working in an empowering way Margret: Whatever I can do to help where she wants to go Wendy: Unfulfilled in last job – learn more, get engaged, anything I can do Who are you? 1 page profiles Deanna: Helper, task-focused, reflective, listening Wendy: Compassion, loving, humour Maggi: Caring, goofy, fun-loving Delphine: Reflective, kind, mom/nurturing Margret: Loving, affectionate, safe Sylvie: Insightful, caring, reflective Julie: Reflective, thoughtful, impulsive George: Passionate, emotional, generous
  16. 16. Team Purpose How can we support each other? • Communication • Honest and positive values • Check in (transition) • Debriefing • Celebration • Purpose • Information sharing • Self care/reflection • Sharing success stories • Consistency • Listening • Compliments • Recognition • Spending time with each other • Being flexible for each other when life happens How do we know our purpose is being achieved? • Things that --- wants to do are being achieved • Building/increasing social relationships in all of the circles • Team work: all agree it’s working • Communication – common ground • --- tells us the team is working • Needs paid staff less • How do we conceptualise staff roles? • Committing to my role/what is expected of me • Community connecting • Building relationships • Roles; taking on new ones • Nurturer – evening and morning support (more intimate?) • Sounding board
  17. 17. Training The person being supported and their support network
  18. 18. What Does Good Performance Look Like Working with People We Support • You have confidence in your own abilities and demonstrate the necessary skills and values to deliver the support people ask for or need. • You communicate clearly in different ways and can show different ways for different people. • You consistently complete the plans, tasks and requirements your role requires to the satisfaction of people we support. • You take part in delivering support to people to their satisfaction, and that of your managers. • You are appropriately and regularly matched by people we support, using your one page profile, to undertake tasks and activities. • You work with people in a way which is respectful of the person’s choices, wishes and decision making and is in line with LiveWorkPlay values of Respect, Partnership, Integrity, Ambition and Courage. • You demonstrate an ability to build good working relationships with people we support and families. Attending and taking part • You meet our expectations in coming to work and being on time. • You work in a flexible way in the hours you do and are flexible to change when there are changing requirements. • You manage your time well while at work and plan your leave appropriately. • You are clear about the things you are good at and need to develop and understand how they may impact on others. Continuous Personal Development • You take responsibility for your part in learning and development. • You attend training courses as required, you undertake E-learning as required and use what you learn in the workplace. • You understand your role and how it helps our services be compliant with what is expected by others. • You regularly reflect on what you do and how you may improve your skills and contribution. Contribution to the Team and Organisation • You understand LiveWorkPlay policies and LiveWorkPlay Standards and understand the way LiveWorkPlay works and its values. • You work well as a team member, communicate well with others around you and get along with the team. • You build respect and trust in LiveWorkPlay through the contributions you make to meetings and other communication with families and external professionals.
  19. 19. Annual Coaching Flow
  20. 20. Appraisal and coaching
  21. 21. Building Hope and Resiliency of Teams • Rituals, Celebrations • Opportunities for Learning • Team building • Meaning • Gratitude practice Bruce Anderson
  22. 22. Positive and Productive Meetings – HSA
  23. 23. Team meetings and other support Examples of Rituals at LiveWorkPlay Birthday Fairy Secret Santa Weekly team meeting with food Weekly questionnaire Out for dinner (formal and informal) Emails to start the day
  24. 24. Intentional Hope and Resiliency • Questionnaire staff respond to and share at team meetings weekly • Significant Events or Changes • Share one success story from your week • Share one challenge story from your week and how you overcame it • Three things you are grateful for • An example of something you learned this week or how you made a difference in the world this week
  25. 25. How LiveWorkPlay Creates Unique Organizational Culture Person Centred Organization Hope and Resiliency Next Generation Non Profit Hope is created when meaning is made out of life events before, during and after Hope creates a positive feeling state which causes a person or a group to decide whether it is worth keeping going Hope and resiliency can accomplished through ritualized activities Resilience is the key to building hope in the workplace and it does not interfere in working towards the vision of the organization Clear vision, mission, values Demonstrated person centred values Results-oriented, failure is OK, new ways of thinking about solutions Outcomes for Individuals Everything is oriented to achieving outcomes people want in their lives People supported have control and choice, working together-co designing supports and decisions made closest to members Staff are empowered and valued, well supported and clear about their role Staff can use interests and talents to support members Financial literacy is supported and strategic decision making is continuous not episodic Professional development, shared vision, discarding models that do not work, team learning Shared responsibility for ensuring programs meet community impact goals, shared decision making Advocate for structural changes to reduce the need for LiveWorkPlay Inclusive organizational practices Flexible, establish relationships dynamically Members and partners as co-creators Board work is integrated into the work of the organizationIndividual and Organizational Learning Community Focus- both people and org contribute and feel part of the community Person Centred Thinking is embedded throughout the organization A shared approach to build hope and resiliency by both individual staff 4 areas of Rituals 1) Celebrating and Grieving-Staff b-days 2) Community Engagement-Evaluation of progress towards organization’s mission 3) Personal Identity-Activities for staff to get to know each other 4) Learning-Activities for staff to learn
  26. 26. So How’s It Going? Working • Job ads attract applicants with diverse experiences and demographics • Using 1 page profile in application process very helpful • Member involved in decision making of who to invite to support team • Better staff matches better for everyone • Staff meetings are highlight of week, staff feel valued Not Working • Member involved in decision making of who to invite to support team can be challenging and how to determine when to bring the relationship to an end • When recruiting for staff who will be supporting multiple people matching in an person centred way 100 % of the time can be challenging
  27. 27. People are at the heart of everything we do!

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