Individuals employed by the Community Living Society provide support to people with disabilities, together with their families and friends. This support contributes to the empowerment of each individual and enhances their ability to make their own decisions.

Our hiring policies abide by the principles of the Charter of Rights and Freedoms and the B.C. Code of Human Rights. Equal opportunity is given to all applicants, and selection is based on the applicant's attitude, ability, qualifications and suitability for the position. Compatibility with the individual is key to hiring decisions. Often individuals and their personal network participate in the process.

Training

At the CLS we seek to remain at the forefront of development in our field by providing uncompromising levels of service and dedication. With this in mind, we are committed to the personal growth of our employees which facilitates their work of enhancing the lives of the many individuals we support. In consultation with a cross section of employees, as well as family and support networks, we have identified key areas of development which we believe are vital to the training of high quality, dedicated, and empathic employees.

Our Core Training Program comprises nine seminars which all employees will have the opportunity to attend over a period of time. This training will enhance their ability to effectively perform their work by equipping them with additional knowledge and skills. The nine seminars are:

CLS: A Way of Thinking
(incorporates Beliefs & Values and Approaches to Support)

General Communications

Augmentative Communications

Stress Management

Crisis Prevention and Intervention

Self Development and Goal Setting

Supported Employment

Leadership Training Development

All New Employees

Attend the CLS: A Way of Thinking orientation seminar in the early days of their employment. This introduces them to the CLS philosophy, history and approaches to support; and is facilitated by employees, family members and individuals we support.

Are provided with a systematic on-the-job orientation to their position.

Are provided with two performance evaluations within the first five months of employment to ensure their suitability for continued employment. These evaluations provide feedback and establish goals at this critical time.

Existing Employees

Are considered on an individual basis for cost-shared external courses relating to their professional development.

Receive a minimum of six days of formal training in Basic and Advanced Leadership if they are in a supervisory role.

Participate in annual performance planning and goal setting meetings which include self-appraisal and input from team members, supported individuals and supervisors.

Communication

Our employees are the most important element in the support the CLS provides to individuals to enable them to live fulfilled lives within their communities. The CLS endeavours to ensure that employees are kept informed about how to meet the needs of the individuals they support, and of any new services, policies or procedures. Listening to employees is an essential part of the climate and culture at the CLS, as it fosters the Society’s commitment to promote open communications and a team environment at all levels. Employees are encouraged to discuss problems, concerns and suggestions with supervisors and managers.

To further encourage an open environment where communication flourishes, several initiatives have been implemented: a newsletter, the "CLS Communicator", is published once a month; a Liaison Committee made up of elected staff and management meets on a monthly basis; and a "Suggestion Box" program for everyone to make suggestions on policy and other major issues has enabled the successful implementation of ideas which have benefited the individuals we serve as well as our employees.