1.8.1 Workforce Qualifications

The purpose of this standards section is to provide transparency and fairness in the hiring process for all positions. It applies to mandated child and family services agencies and licensed adoption agencies.

• Legislation

  The Child and Family Services Authorities Act

  Ministerial responsibilities under section 24 of The Child and Family Services Authorities Act include establishing policies and standards for the provision of child and family services. Child and family services include adoption services under The Adoption Act.

  Section 19 of the Act lists the duties of child and family services authorities. Clause (b) requires authorities to develop objectives and priorities for child and family services consistent with provincial objectives and priorities. Under clause (d), authorities must ensure that the culturally appropriate standards they develop are consistent with provincial standards, objectives and priorities. Clause (f) requires authorities to establish hiring criteria and ensure agencies implement them.

  The Child and Family Services Act

  Section 86(k.1) of The Child and Family Services Act provides for the making of a regulation with respect to qualifications to be met by persons who provide services to or for agencies. Section 3 of the Child and Family Services Regulation pertains to child abuse, criminal record and prior contact checks. Section 4 applies to qualifications of agency contract staff.

  The Adoption Act

  Section 127(2)(c) of The Adoption Act provides for the making of a regulation with respect to qualifications to be met by persons who provide services to or for agencies. Section 45 of the Adoption Regulation pertains to persons who provide adoption services for an adoption. Section 46 applies to persons who provide adoption services for a child and family services agency on a contract basis.

  Other Relevant Legislation

  In addition to the specific provisions noted, the following federal and provincial Acts also govern human resource practices:

  • The Canadian Charter of Rights and Freedoms guarantees equality and mobility rights and freedom from unreasonable discrimination.
  • The Human Rights Code (Manitoba) prohibits unreasonable discrimination on matters relating to employment. The Code requires managers to make reasonable accommodation of differences related to characteristics prohibited by the Code. It also allows for employment equity programs and other special programs.
  • The Employment Standards Code sets out minimum working conditions for all individuals employed in Manitoba.
  • The Labour Relations Act (Manitoba) promotes fair labour practices.
  • The Public Service Act and The Civil Service Superannuation Act apply only to provincial government departments, agencies and their employees.
  • The Workers’ Compensation Act provides for compensation to eligible persons injured in the workplace.
  • The Workplace Safety and Health Act sets out the responsibilities of employers with respect to workplace safety and health.

• Policy

  Agency Human Resource Policies

  Provincial policies with respect to human resource practices of external (non-government) agencies are reflected in the Board/Staff Relations chapter in the Department of Families publication entitled The Roles, Responsibilities and Functions of a Board: A Board Development Guide. This guide was prepared for board and staff of provincially funded social service agencies.

  Regional offices of the department follow the principles and policies for managing human resources developed by the Public Service Commission.

  Child and family services agencies are also required to follow culturally appropriate standards developed by their respective mandating authorities pursuant to section 19 of The Child and Family Services Authorities Act.

  Agency Hiring Practices

  Child and family services agencies and licensed adoption agencies must employ or retain skilled and experienced workers capable of delivering services under the Act and The Adoption Act. When appropriate, agencies may also adopt an affirmative action program or give priority to developing an Indigenous workforce. All applicants for employment, including contracted persons, are subject to satisfactory criminal record, child abuse registry and prior contact checks. Applicants will be subject to a check of their academic credentials.

  For child and family services authorities and agencies, entry-level qualifications for child protection staff (case managers and similar positions) must reflect the following considerations:

  • academic credentials
  • competency-based skills
  • suitability and relevance of work experience
  • equivalencies
  • cultural appropriateness

• Standards

  1. An authority or agency (with approval of the authority) must have written human resource policies that include a description of the:
  • staffing process
  • hiring criteria (including job descriptions)
  • probation and assessment period
  • staff development process for individuals hired without required qualifications (under fill)

  Following are the standards for the positions of case manager, supervisor and manager.

  2. Case Manager

  A person hired to do case management providing child and family services must meet one of the following criteria:

  • Bachelor of Social Work degree from an accredited university
  • related social services degree from an accredited university plus social service experience as determined by authority or agency policy
  • post-secondary diploma or certificate in a related field plus direct child welfare experience as determined by authority or agency policy

  If there are no qualified individuals available the agency can hire a person as an underfill and follow the agency or authority’s developmental policy.

  3. Supervisor

  Essential - Entry level skills for Supervisors include the ability to:

  • provide guidance, direction and support to employees
  • recognize situations that present a conflict of interest
  • understand, communicate with and effectively interact with people of diverse cultures
  • understand relevant legislation, standards, policies and procedures
  • demonstrate good writing skills, including the ability to write letters, review court particulars, assessments and workers’ documentation
  • any other criteria as noted in authority or agency policy

  Education

  • Bachelor of Social Work degree from an accredited university, or related social services degree from an accredited university plus direct child welfare experience, as determined by agency or authority policy or
  • Post secondary diploma or certificate in a related field plus direct child welfare experience, as determined by agency or authority policy

  If there are no qualified individuals available for the position, the agency can hire a person as an under fill and follow the agency or authority’s developmental policy.

  4. Manager

  Essential - Managers must demonstrate all of the supervisory competencies and have the ability to:

  • communicate information within the organization and with parties external to the organization
  • participate in strategic planning activities for the organization
  • understand legislation, regulations, policy and procedures that govern the work of the agency
  • demonstrate any additional competencies identified in authority or agency policy

  Experience/Education

  • Supervisory experience as determined by agency or authority policy
  • Master or Bachelor of Social Work degree from an accredited university with social service experience as determined by agency or authority policy
  • related social services degree from an accredited university plus social service experience as determined by agency or authority policy

  If there are no qualified individuals available for the position, the agency can hire a person as an under fill and follow the agency or authority’s developmental policy.

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