Work @ CCAS
Agency Commitment to Workplace Culture and Management Practices |
We believe that a dignified and stable workforce provides the highest quality service to children, youth and families. CCAS supports wellness, and work-life balance for all staff, foster caregivers and volunteers. |
Employment at the Society For many years, the Catholic Children's Aid Society of Toronto (CCAS) has been working towards promoting and sustaining a workplace culture and practices that support wellness and work-life balance of all individuals working within the Society. We work in an environment that cultivates leadership and a culture that leverages diversity, fosters employee engagement, upholds respect and dignity and inspires professional excellence. We recognize the work we do is critical and can be stressful. It is for these reasons that the Society has implemented a number of key initiatives to meet work-life balance of our staff and to mitigate the negative effects of stress on our employees. |
|
Our Staff The majority of staff at the Society are Child Protection Workers, responsible for the investigation and assessment of children in need of protection, provision of ongoing services to children and families and acting as a ‘legal guardian’ to children-in-care.There are also front-line workers who are responsible for the adoption and placement of children in foster homes, group homes or outside resources. These workers are supported by health specialists, parent support workers, social service assistants, child care workers, court process assistants, lawyers, law clerks, psychologists, consulting physicians and psychiatrists. There are also a number of administrative, operational, professional, technological, finance and human resource staff. To learn more about the opportunities within the Society, click here. Highlighted below are some demographics about our staff:
We understand and recognize the importance of leveraging our “return on experience”, and we focus on various retention strategies. We have a number of proactive programs to ensure staff is properly trained and to ensure a more systematic knowledge transfer to new child protection workers. As the population at the Society ages, it has become clear that child welfare, as a sector, risks losing essential skills, and competitive advantages, through the combination of older workers retiring and less-experienced workers trying to replace years of knowledge to meet service needs. |
|
Responsible Management The Society is committed to maintaining a workplace that demonstrates a sincere and continuing interest in the individual and collective well being of all staff and recognizes the inherent worth and dignity of every employee. The Society endorses a participative management philosophy and is committed to working with staff groups (CUPE Local 2190, ACE (Administrative Council of Employees) and MAC (Management Action Committee)) to improve the quality of workplace. The Society has fostered a culture that frequently asks employees what they need through a number of online surveys to obtain direct input and feedback on a number of work life issues so that changes can be made.
|