VACFSS: A Story of Success Through Wise Practices Presented by: Paul Hucul.

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Presentation transcript:

VACFSS: A Story of Success Through Wise Practices Presented by: Paul Hucul

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

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)

Path to a Successful Delegated Urban Based Aboriginal Agency

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

The Seven Key Success Factors Steps to Success: Aboriginal Best Practices

Step 1: 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

Step 2: Leadership (Siiyamints)

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

Value Driven Leadership 1.Humility 2.Integrity 3.Strength – Based Practice 4.Belonging 5.Respect

Characteristics of VACFSS Leadership Value driven Emphasis on culture Flexibility Resilience Utilization of elder/knowledge keeper model Love of VACFSS

Step 3: Strategic Vision and Planning (2005 – present)

Strategic Vision and Planning The VACFSS vision: A balanced and harmonious Aboriginal Community

Six Strategic Priorities 1.Decrease the number of Aboriginal children in continuing care 2.Develop a full range of child, youth and family services 3.Develop and implement a culturally and spiritually appropriate system of care

Six Strategic Priorities contd 4.Ensure strong governance of the organization 5.Develop and implement effective communication strategies 6.Develop and implement strategic and risk management strategies

Step 4: Governance and Management

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

Management Appointed Managers who have life experience, high qualifications, and who bring wisdom, knowledge and integrity Development of efficacy Development of capacity Investment in Excellence – Pacific Institute

Step 5: Accountability and Stewardship

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

Step 6: Performance Evaluations

Annual Performance Evaluations CEO evaluated by board Managers evaluated by CEO/DOP Supervisors evaluated by managers Employees evaluated by supervisors

Step 7: Collaboration, Partnership and Good Relationships

Collaboration, Partnership and Good Relationships MCFD – strong working committees Vancouver Aboriginal community Aboriginal agencies within Vancouver Aboriginal communities throughout BC

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

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

Future Challenges Sustain sufficient funding Recruitment and hiring of Aboriginal employees Succession planning for Aboriginal leadership Assuming Adoption delegation

Future Challenges (contd) Youth services Reducing the number of children in continuing care Increasing demand for services

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