Term: Permanent Full-Time, 35 hours/week, normally Monday to Friday, some evenings and weekends required
Department: Band Representatives/Prevention
Salary: TBD – Based on experience and education, includes group benefits and pension
Posting Date: May 10, 2021
Closing Date: May 21, 2021 at 4:30 p.m.
Under the immediate supervision of the Band Representative Manager, the Prevention Services Worker is responsible for providing primary, secondary and tertiary prevention services and family supports to First Nation families within the Oneida Nation of the Thames, London and local surrounding area. The Prevention Services Worker will provide community-based prevention services that support Oneida children and youth, who may be at risk of CAS intervention and/or who are involved with CAS, to live safely within their families of origin.
Duties and Responsibilities:
- Will connect Oneida families to community based and culturally appropriate prevention resources and services;
- Develop an appropriate assistance program, and routinely monitor the client’s progress and keep the family apprised of any development regarding the intervention;
- Conduct a needs assessment of clients before establishing the best form of intervention;
- Actively participate in Rapid Response, Mediation and/or Aboriginal Alternative Dispute Resolution Meetings;
- Develop and facilitate individual and/or group presentations to address and promote awareness and education;
- Evaluate the effectiveness of interventions and/or treatment and care plans as identified in the family service plan;
- Ensure the effective coordination and integration of culturally appropriate services to address CAS involvement, concerns, the needs of the children, youth, family and alternative caregivers;
- Oversee the provision of services to children, youth, family and alternative care families, ensuring that the physical, familial, emotional, cultural, spiritual, educational and social needs are met;
This list is meant to be representative, not exhaustive.
KNOWLEDGE AND SKILLS:
- Knowledge of Child, Youth and Family Services Act, Part 1V and Part V as it relates to First Nations;
- Knowledge of Child Welfare systems;
- Knowledge, understanding and respect for Haudenosaunee culture and traditions;
- Broad knowledge base of available resources and assistance programs to help clients obtain the services they need, such as Jordan’s Principle, NIHB, social services, food banks, treatment programs or helping families locate suitable child care facilities or after-school care programs;
- Excellent communication skills, both written and verbal;
- Proficient in computer-based programs, MS-Office, i.e. Word, Excel, Outlook, Power Point.
- Post-Secondary Diploma in Native Community Care, Social Service Worker or Human Services REQUIRED;
- Minimum two (2) years’ work experience working with First Nation children, youth and families;
- Must have a minimum 6-months case management experience;
- Must have a minimum 6-months counselling experience with First Nation children, youth and families.
- The successful applicant will provide a current VS-CPIC, at own expense, prior to starting employment;
- The successful applicant will provide a photocopy of valid Ontario driver’s license and a current copy of driver’s abstract, at own expense, prior to starting employment;
- The successful applicant will provide a photocopy of all applicable educational qualifications (certificates, diplomas, degrees), prior to starting employment.
MANDATORY DOCUMENTATION WITH APPLICATION
- Cover Letter;
- Three (3) supervisory references (names and telephone numbers only).
Submit all mandatory documentation to firstname.lastname@example.org
Due to the COVID-19 Pandemic, we are ONLY accepting electronic copies.
- All applications will be screened according to the above qualifications, including a full and complete application as requested.
- Only those selected for an interview will be contacted.
- A registered member of a First Nation as per Section 16(1) of the Human Rights Act, is a preference.
- Where non-Aboriginal employees have accepted, as a term of their employment, that they may be displaced in preference to an Aboriginal candidate, the Oneida Nation of the Thames must still treat the non-Aboriginal employee in a fair and reasonable manner, by for example, ensuring that adequate notice of termination is given. It is not acceptable to dismiss a permanent employee in favour of an Aboriginal employee if no preferential policy or practice was in place at the time of the permanent hiring.
- Oneida Nation is committed to workplace diversity and provides accommodations to applicants with disabilities throughout our hiring process. If you require accommodations, please contact Human Resources.
To request a full job profile, contact the Human Resources Department at 519-652-3244 ext. 827 or by email email@example.com.