The Aboriginal Friendship Centre of Calgary is a non profit organization with a mandate to
provide social, cultural, education and employment services to Aboriginal people within the Calgary Metropolitan area.
Asha for Education is a fully volunteer-run 501(c)(3) non-profit with 50+ chapters around the world. We work with over 200 projects spread across the length and breadth of India. Projects address educational issues from pre-primary schooling to professional education in locations ranging from urban slums to isolated rural areas.
Engage, Communicate & Act: Getting the most from your TeamSean Fletcher
This whitepaper provides an overview of the Engagement Diamond and the Cycle of Engagement as the key mechanisms to engage, communicate and act to get more from your team, branch, department, organisation or board
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
Competent and result oriented professional with experience across Customer Service Management, Sales & Administration, Branch Management, Human Resource Management, Internal Auditing, Quality Assurance, Revenue Generation, Relationship Management, Liaison & Coordination and Team Management.
Asha for Education is a fully volunteer-run 501(c)(3) non-profit with 50+ chapters around the world. We work with over 200 projects spread across the length and breadth of India. Projects address educational issues from pre-primary schooling to professional education in locations ranging from urban slums to isolated rural areas.
Engage, Communicate & Act: Getting the most from your TeamSean Fletcher
This whitepaper provides an overview of the Engagement Diamond and the Cycle of Engagement as the key mechanisms to engage, communicate and act to get more from your team, branch, department, organisation or board
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
Competent and result oriented professional with experience across Customer Service Management, Sales & Administration, Branch Management, Human Resource Management, Internal Auditing, Quality Assurance, Revenue Generation, Relationship Management, Liaison & Coordination and Team Management.
Great career opportunity at Department of Human Services, one of South Australia's most diverse Government departments. The new Director of Disability Inclusion will lead a team focused on outcomes for the community and promoting the policies and practices on the State Disability Inclusion Plan - Inclusive SA. A full description can be viewed at https//www.vuca.com.au/ddai
Send a letter of application together with your CV to ddai@vuca.com.au or telephone enquiries directed to Allison Dawe 0418 845 495. Applications close Friday 20th March.
Watch the Webinar Here: https://compliatric.com/developing-a-strong-board-ceo-relationship/
Building and maintaining a strong, healthy relationship between a CEO and the Board of Directors in a health center is a heavy lift and an obligation to the success of the organization and the communities we serve. Asking questions such as, “What are the biggest challenges or barriers to achieving a strong relationship?”, “Does the size of the organization make a difference?” and, “What do board members need to know all the time?” We will focus on understanding and differentiating roles and responsibilities, leadership, and trust, honesty and being humble, that are critical to the foundation of your organizations. We will provide tips, suggestions and resources for opportunities to promote committed alignment with your organization’s goals.
Your opportunities to make a difference include:
• Serving on the Board of Trustees for Nizhoni Institute of Midwifery.
• Assisting in locating and developing sources of grants and scholarships for students.
• Evaluating the effectiveness of donation programs.
• Generating reports related to the outcomes of donations and gift-giving activities and programs.
• Serving on the Budget Committee and supports the development of the annual budget, program projects and strategic planning.
• Building and maintaining working relationships with key individuals and organizations to ensure successful fundraising.
• Ensuring proper and timely acknowledgement of gifts and donations received on behalf of the organization.
• Representing the Nizhoni Institute of Midwifery as needed at midwifery conferences and community and business meetings. Working with social media and website development to promote existing and new programs.
• Helping to identify key stakeholders and maintains and builds relationships with them in support of midwifery education.
• Participating in Board of Trustee meetings as an active and diligent contributor.
This session considered the role of leadership in managing organisations and delivering on a strategy which may need revision and change. In times of crisis, it is strong and effective leadership that solves the challenges facing their organisations. Effective communication throughout the organisation with the right ‘tone from the top’ helps build a strong culture, empower the team and bring about effective change. It is more important than ever that you have the right governance processes and structures in place. We will challenge you to look at your organisation and assess your strengths and weaknesses and how you may need to change.
The International Association of Public Practitioners or IAP2 invited me (Bob Joseph) to do a talk on the topic of "Aboriginal Engagement" at a recent AGM here in Vancouver, BC. We did a survey ahead of the meeting and came up with the topics for the talk.
Topics included: how to engage in a respectful, effective, and successful way, how to build organizational commitment for Aboriginal consultation and engagement, hints and tips for meetings, dealing with difficult meetings and much more...
This is the presentation I shared with them. I also took this slide show and added an audio recording to create as slide cast. Please note I edited out longer questions to keep the video to under 30 minutes. Enjoy and be sure to share.
In this presentation titled, "Community Diversity, Engagement Diversity" Andrea McLandress of Tervita shares her experience in Aboriginal Relations as it relates to Aboriginal Consultation and Engagement with Aboriginal Peoples and industry.
It was delivered on October 23, 2013 in Edmonton, Alberta as part of the Working Effectively with Aboriginal Peoples(TM) speaker series.
It is shared with permission. Copyright Tervita and Andrea McLandress.
In this video, Dennis Bell, Senior Advisor, Regulatory Issues & Aboriginal Relations for the Government of Alberta talks about Aboriginal Consultation and Engagement in Alberta. His talk is titled, "Common Ground: A New Approach to Consultation in Alberta" and in it he talks about the Aboriginal Consultation Levy Act, proposed regulations under the Act, the new Aboriginal Consultation Policy and innovative changes at the Consultation Office in Aboriginal Relations.
A quick look at 10 of the biggest names in retail today and their involvement with First Nations including some thoughts on co-branding and helpful hints for retailers. Profiled retailers include: Target, The Home Depot, Walmart, McDonalds, Subway, Money Mart, TD Canada Trust, Staples, Rogers Wireless, and Shell.
This Aboriginal Education and Employment strategy was provided by Valerie Monkman on behalf of Jeannie Cranmer of BC Hydro at the "Expanding our Knowledge" conference held in Vancouver, BC on April 15, 2013. The conference was hosted by www.workingeffectivelywithaboriginalpeoples.com and powered by Indigenous Corporate Training Inc.
Gordon Mohs presents on Aboriginal Relations and provides perspective from both sides of the fence as he has worked for both First Nations side and the corporate sector. This presentation was delivered at the Expanding Our Knowledge Conference held in Vancouver, BC on April 15, 2013 and was powered by Indigenous Corporate Training Inc. and hosted by www.workingeffectivelywithaboriginalpeoples.com.
Join Colin Ellis of SustaiNet Software as he talks about "Records Management for Community Engagement and Consultation with Aboriginal Peoples" at the Expanding Our Knowledge Conference in Vancouver on April 15, 2013.
The conference was hosted by www.workingeffectivelywithaboriginalpeoples.com and powered by Indigenous Corporate Training Inc.
Join Laurie Sterrit of the BC Aboriginal Mine Training Association as she talks about "Creating Economic Health Through Partnerships" at the Expanding Our Knowledge Conference in Vancouver on April 15, 2013.
This presentation was shared by Matt Ganley, Vice President, Bering Straits Native Corporation at the 4th Yukon First Nations Resource Opportunities and Student Job Fair in Whitehorse in March 3013.
Working Effectively with Aboriginal Peoples™ 3rd Edition is coming out soon and we are looking for help choosing a book cover. Let us know which you prefer. The blue or the white background.
The First Nations Technology Council is seeking computer and technical trainers to work on the First Nations’ Technology Council’s Project Raven which provides technical skill development opportunities to Aboriginal adults.
I just found this on the Lower Mainland Treaty Advisory Commission website. The question is should people living on Indian Reserves in Canada have the right to vote in Local Government Elections?
Aboriginal Friendship Centre of Calgary Job Posting - Executive Director
1. POSTION PROFILE
Aboriginal Friendship Centre of Calgary
The Aboriginal Friendship Centre of Calgary is a non profit organization with a mandate to
provide social, cultural, education and employment services to Aboriginal people within the
Calgary Metropolitan area. The AFCC plays a regular and significant role in the daily lives of our
members in many ways: providing care for our children, our elderly, our people in need and our
homeless; enabling access to cultural and spiritual care; offering referrals for suitable housing,
food, clothing, pursuit of education, skill development and training; and building a resourceful
Aboriginal community. AFCC’s non-profit family is an expression of how we live, what we value,
where we turn for comfort and where we turn when in need.
Executive Director
The Executive Director is responsible for the successful leadership and management of the
organization according to the strategic direction set by the Board of Directors.
Primary Responsibilities
The Executive Director performs and/or supervises some or all of the following:
Leadership
Participate with the Board of Directors in executing a vision and strategic plan to guide the
organization
Report to the Board of Director on all aspects of the organization's activities
Foster effective team work between the Board and the Executive Director and between the
Executive Director and staff
In addition to the Chair of the Board, act as a spokesperson for the organization
Conduct official correspondence on behalf of the AFCC as appropriate and jointly with the
Board when appropriate
Represent the organization at community activities to enhance the organization's community
profile
Operational planning and management
Develop an operational plan which incorporates goals and objectives that work towards the
strategic direction of the organization
Ensure that the operation of the organization meets the expectations of its clients, Board and
Funders
Oversee the efficient and effective day-to-day operation of the organization
2. Draft policies for the approval of the Board and prepare procedures to implement the
organizational policies; review existing policies on an annual basis and recommend changes
to the Board as appropriate
Ensure compliance with all provincial and federal Privacy legislation
Ensure that personnel, client, donor and volunteer files are securely stored and
privacy/confidentiality is maintained
Collaborate with the Board President in preparing meeting agenda and supporting materials
Program planning and management
Oversee the planning, implementation and evaluation of the organization's programs and
services
Ensure that the programs and services offered by the organization contribute to the
organization's mission and in accordance with the AFCC Board strategic direction, policies and
procedures.
Monitor the day-to-day delivery of the programs and services of the organization to maintain
or improve quality
Oversee the planning, implementation, execution and evaluation of special projects
Human resources planning and management
Determine staffing requirements for organizational management and program delivery
Draft policies for the approval of the Board and prepare procedures to implement the
organizational policies; review existing policies on an annual basis and recommend changes
to the Board as appropriate
Oversee the implementation of the human resources policies, procedures and practices
including the development of job description for all staff
Establish a positive, healthy, respectful and safe work environment in accordance with all
appropriate legislation and regulations
Recruit, interview and select staff that have the appropriate technical and personal abilities
to help further the organization's mission
Ensure that all staff receive an orientation to the organization and that appropriate training is
provided
Implement a performance management process for all staff which includes monitoring the
performance of staff on an on-going basis and conducting an annual performance review
Coach/ mentor staff as appropriate to improve performance and encourage employee
development
Address staffing issues as necessary in accordance with policies; work with staff to resolve
performance issues and concerns in a respectful manner and using legally appropriate
procedures
Financial planning and management
3. Work with the Finance Manager and the Board (Finance Committee) to prepare a draft
comprehensive budget and submit for Board approval.
Work with the Board to ensure adequate funding for the operation of the organization
Research funding sources, oversee the development fundraising plans and the timely
completion, submission and reporting of funding proposals to increase the funds of the
organization
Participate in fundraising activities as appropriate
Approve expenditures within the authority delegated by the Board
Ensure that sound bookkeeping and accounting procedures are followed
Administer the funds of the organization according to the approved budget and monitor the
monthly cash flow of the organization
Provide the Board with timely, comprehensive, accurate reports on the revenues and
expenditure of the organization
Provide the Board with timely, comprehensive, accurate reports on the status of all programs
Ensure that the organization complies with all legislation covering taxation and withholding
payments
Community relations/advocacy
Communicate with stakeholders to keep them informed of the work of the organization and
to identify changes in the community served by the organization
Establish good working relationships and collaborative arrangements with community
groups, funders, politicians, and other organizations to help achieve the goals of the
organization
Engage the community to identify gaps in service and program delivery
Risk management
Identify and evaluate the risks to the organization's people (clients, staff, management,
volunteers), property, finances, goodwill, and image and implement measures to control risks
Ensure that the Board of Directors and the organization carries appropriate and adequate
insurance coverage
Ensure that the Board and staff understand the terms, conditions and limitations of the
insurance coverage
Organize Board governance training and ensure that there is an annual refresher to keep
members current and to provide training to new members
Qualifications
Education
University degree in a related field and/or equivalent experience
4. Knowledge, skills and abilities
Knowledge of leadership and management principles as they relate to non-profit/ voluntary
organizations
Knowledge of all federal and provincial legislation applicable to voluntary sector
organizations including: employment standards, human rights, occupational health and
safety, charities, taxation, CPP, EI, health coverage etc.
Knowledge of current community challenges and opportunities relating to the mission of the
organization
Knowledge of human resources management
Knowledge of financial management
Knowledge of project management
Knowledge of Aboriginal culture, history, traditions and language is not mandatory but is considered
an asset
CANDIDATE PROFILE
The Executive Director should demonstrate competence in some or all of the following:
Adaptability: Demonstrate a willingness to be flexible, versatile and/or tolerant in a changing
work environment while maintaining effectiveness and efficiency.
Behave Ethically: Understand ethical behaviour and business practices, and ensure that our
own behaviour and the behaviour of others are consistent with these standards and align
with the values of the organization.
Build Relationships: Establish and maintain positive working relationships with others, both
internally and externally, to achieve the goals of the organization.
Communicate Effectively: Speak, listen and write in a clear, thorough and timely manner
using appropriate and effective communication tools and techniques.
Creativity/Innovation: Develop new and unique ways to improve operations of the
organization and to create new opportunities.
Focus on Client Needs: Anticipate, understand, and respond to the needs of internal and
external clients to meet or exceed their expectations within the organizational parameters.
Foster Teamwork: Work cooperatively and effectively with others to set goals, resolve
problems, and make decisions that enhance organizational effectiveness.
Lead: Positively influence others to achieve results that are in the best interest of the
organization.
Make Decisions: Assess situations to determine the importance, urgency and risks, and make
clear decisions which are timely and in the best interests of the organization.
Organize: Set priorities, develop a work schedule, monitor progress towards goals, and track
details, data, information and activities
Plan: Determine strategies to move the organization forward, set goals, create and
implement actions plans, and evaluate the process and results.
5. Solve Problems: Assess problem situations to identify causes, gather and process relevant
information, generate possible solutions, and make recommendations and/or resolve the
problem.
Think Strategically: Assess options and actions based on trends and conditions in the
environment, and the vision and values of the organization.
Experience
5 or more years of progressive management experience
Interested candidates are asked to submit their resume via email to careers@afccalgary.org
We review all resumes sent to us, however; only those candidates that qualify for an interview
will be contacted. We will keep your resume on file for the next 6 months. Should an
opportunity to join our organization becomes available in that time that matches your skill set
and aspirations we will be sure to include you in the process.