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RECORD OF AMENDMENTS
Amendment
No.
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Date
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Inserted
by
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Remarks
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1
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October 1976
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T.B. Min. 742279
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Revisions to the Chaplain Sub-Group
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2
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March 1977
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T.B. Min. 743610
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Pages 50, 54, 59, 62, 67, 70, 75 and 78 revised in the Social Welfare Sub-Group
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3
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January 1990
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T.B.
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Bench-mark Position Descriptions for the Chaplain Sub-Group removed. Bench-mark position descriptions for
the Social Welfare Sub-Group updated.
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CONTENTS
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INTRODUCTION
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CATEGORY DEFINITION
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CROUP DEFINITION
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CHAPLAIN SUB-GROUP
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Introduction
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Sub-group Definition
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Level Descriptions
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SOCIAL WELFARE SUB-GROUP
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Introduction
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Sub-group Definition
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Rating Scales
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Bench-mark Position Description Index In Ascending Order of Point Values
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INTRODUCTION
This occupational group
contains two sub-groups.
1. Chaplain Sub-group - includes chaplain
positions in hospitals and correctional institutions and staff
advisors. The level description method of job evaluation is used
to evaluate positions allocated to this sub-group.
2. Social Work Sub-group - includes positions
of caseworkers, supervisors, advisors and administrators in the
social work field. The point-rating method of job evaluation is
used to evaluate positions allocated to this sub-group.
CATEGORY DEFINITION
Occupational categories were repealed by the Public Service Reform Act (PSRA),
effective April 1, 1993. Therefore, the occupational category definitions have
been deleted from the classification standards.
GROUP DEFINITION
For occupational group allocation, it is recommended that you use the Occupational
Group Definition Maps, which provide the 1999 group definition and their
corresponding inclusion and exclusion statements. The maps explicitly link the
relevant parts of the overall 1999 occupational group definition to each
classification standard.
EVALUATION PLAN
SOCIAL WORK GROUP
CHAPLAIN SUB-GROUP
INTRODUCTION
This standard describes the classification plan used to
determine the relative difficulty of jobs allocated to the
Chaplain Sub-Group. It consists of an introduction, definitions
of the Sub-Group and level descriptions.
The level description method is used to classify jobs
allocated to the Chaplain Sub-Group. Each of the levels in the
classification plan is described in terms of the primary features
used to assign Jobs to the level. Jobs are regarded as being of
equal difficulty and are assigned to the same level when the
duties and responsibilities best correspond, on the whole, with
the description of that level.
Use of the Standard
Three steps are to be followed in applying this classification
standard.
1. The position description is studied to ensure
understanding of the position as a whole. The relation of the
position being evaluated to positions above and below it in the
organization is also studied.
2. The allocation of the position to the category and group
is confirmed by reference to the definitions and the descriptions
of inclusions and exclusions.
3. The position is tentatively assigned to a level by
comparing the duties and responsibilities of the position with
the level descriptions. The position is tentatively assigned to
that level that best corresponds on the whole with the duties and
responsibilities of the position.
SUB-GROUP DEFINITION
The identification and assessment of individual and group
religious and spiritual needs; the provision
of advice and counselling service to patients and inmates. The
conducting of divine services and religious exercises; the
provision of spiritual consolidation to hospital patients; the
organization of inmate programs in collaboration with the social
development staff and members of outside communities; the
provision of religious education to patients, inmates and staff;
the arranging for material assistance for patients and
inmates during periods of adjustment and rehabilitation; the
provision of training and assessment programs directed towards
the development of clinical pastoral education; the planning,
organizing and coordination of chaplaincy activities on regional
and national bases.
Inclusion
Positions included in the subgroup are those that involve the
performance of chaplaincy duties.
LEVEL DESCRIPTION
Level1
This level includes those position whose duties include the
conducting of divine services and religious exercises for, and
providing pastoral counseling to, hospital patients. In addition,
the work requires the provision of advice and assistance to the
patients' families.
Level2
This level includes positions whose duties include the
provision or the coordination of pastoral counseling and
assistance to inmates and their families and to the staff of the
institutions; the implementation of religious rehabilitation
programs; the communicating of offender needs to the community
and of the role of the institution and the public in helping
inmates re-enter the community.
Level 3
This level includes positions whose duties include the
regional coordination of spiritual programs and activities; the
provision of consultation, administration, pastoral planning and
liaison services; the integration of chaplaincy services between
the institution and the community; the development and
coordination of religious programs and the monitoring of the
needs of the inmate populations; the assessing of training needs
and the facilitation of training programs for the region; the
representation of the chaplaincy service at conferences,
seminars, etc.
EVALUATION
PLAN
SOCIAL WORK
GROUPSOCIAL WELFARE
SUB-GROUP
INTRODUCTION
The classification standard for the Social Welfare Sub-group
is a point-rating plan consisting of an introduction, definition
of the sub-group, rating scales and bench-mark position
descriptions.
Point rating is an analytical, quantitative
method of determining the relative values of jobs. Point-rating
plans define characteristics of factors common to the jobs being
evaluated, define degrees of each factor and allocate point
values to each degree. The total value determined for each job is
the sum of the point values assigned by the raters.
All methods of job evaluation require the
exercise of judgment and the orderly collection and analysis of
information in order that consistent judgments can be made. The
point-rating method facilitates rational discussion and
resolution of differences in determining the relative values of
jobs.
Factors
The combined factors do not describe all aspects of jobs. They
deal only with those characteristics that can be defined and
distinguished and that are useful in determining the relative
worth of jobs.
Three factors are used in this plan. One of the factors is
two-dimensional and has been defined in terms of two related
elements.
Factor Weighting and
Point Distribution
The weighting of each factor reflects its
relative importance. Similarly, points are distributed to the
factors or elements in an arithmetic progression.
Rating Scales
In the rating plan the following factors, factor, weights and
point values are used.
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Point
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Values
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Factors
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Factor Weights
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Minimum
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Maximum
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Knowledge
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30%
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60
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300
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Professional Responsibility
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40%
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80
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400
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Requirement for Initiative and Judgment Impact of Activities
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Administrative Responsibility
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30%
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60
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300
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100
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200
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1,000
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Bench-mark Positions
Bench-mark position descriptions are used to exemplify degrees
of factors. Each description consists of a list of the principal
duties with the percentage of time devoted to each, and
specifications describing the degree of each factor to which the
position is rated. The bench-mark positions have been evaluated,
and the degree and point values assigned for each factor are
shown in the specifications.
The rating scales identify the bench-mark position
descriptions that exemplify each degree. These descriptions are
an integral part of the point-rating plan and are used to ensure
consistency in applying the rating scales.
Use of the
Standard
There are six steps in the application of this
classification standard.
1. The position description is studied to ensure
understanding of the position as a whole. The relation of the
position being rated to the positions above and below it in the
organization is also studied.
2. Allocation of the position to the category, group and
sub-group is confirmed by reference to the definitions and the
descriptions of inclusions and exclusions.
3. Tentative degrees of each factor in the position being
rated are determined by comparison with degree definitions in the
rating scales. Uniform application of degree definitions requires
frequent reference to the descriptions of factors and the notes
to raters.
4. The description of the factor in each of the bench-mark
positions exemplifying the degree tentatively established is
compared with the description of the factor in the position being
rated. Comparisons are also made with descriptions of the factor
in bench-mark positions for the degrees above and below the one
tentatively established.
5. The point values for all factors are added to determine
the tentative total point rating.
6. The position being rated is compared as a whole with
positions to which similar total point values have been assigned,
as a check on the validity of the total rating.
Determination of Levels
The ultimate objective of job evaluation is the determination
of the relative values of jobs in each occupational group and
sub-group. Jobs that fall within a designated range of point
values will be regarded as of equal difficulty and will be
allocated to the same level.
Level and Level Boundaries
1
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200 - 300
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2
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301 - 450
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3
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451 - 600
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4
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601 - 750
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5
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751 - 900
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SUB-GROUP DEFINITION
The promotion of individual, group and community welfare
through the identification and assessment of social needs, and
the planning, development and conduct of social welfare programs
and social work services with the object of lessening, removing
or preventing the physical, emotional and material problems of
individuals, families or groups; the provision of advice.
Inclusions
Positions included in the group are those that require the
application of a comprehensive knowledge of social work.
RATING SCALES FACTOR
WEIGHTS
Knowledge
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300
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Professional Responsibility
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400
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Administrative Responsibility
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300
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1,000
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KNOWLEDGE
This factor is used to measure the difficulty of the work in
terms of the knowledge required to perform the duties of the
position.
Definitions
"Knowledge" refers to the understanding of the nature of the
social development process and social work principles, concepts,
practices and techniques. Knowledge also refers to the
understanding of departmental objectives, administrative
practices, legislation and regulations required to perform the
duties of the position.
Notes to Raters
Knowledge is normally acquired by combinations of formal
postgraduate training, on-the-job training, in-service training,
continuing study of professional literature and experience in
related and progressively more responsible jobs.
The degrees of the Knowledge factor are illustrated by
bench-mark position descriptions. In applying the standard, the
degree of the factor tentatively selected is to be confirmed by
comparing the duties of the position being rated with the duties
and specification of the bench-mark positions.
RATING SCALE - KNOWLEDGE
Degree of Knowledge
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Points
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No.
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Bench-mark Position Descriptions
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Page
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1
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60
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2
6
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Psychiatric Social Worker/Consultant Social Caseworker
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2.2
6.2
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2
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100
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1
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District Social Worker
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1.2
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3
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140
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5
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Chief, Social Services
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5.2
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4
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180
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8
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Manager, Band Services
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8.2
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5
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220
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3
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Senior Policy Advisor
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3.2
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6
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260
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7
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300
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I
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PROFESSIONAL RESPONSIBILITY
This factor is used to measure the difficulty of the work in
terms of the requirement for exercising initiative and judgment
in the application of professional methods and techniques, and
the impact of the incumbent's activities.
Definitions
"Professional methods and techniques" refers to those methods
and techniques used to analyze social situations and to develop
plans through which the behaviour patterns of individuals, groups
or communities can be altered, and to formulate plans or
proposals through which the social welfare objectives of the
department may be realized.
"Initiative and judgment" refers to the requirement to select,
modify and apply professional methods and techniques appropriate
to the peculiarities of a given situation, and to exercise
imagination in their application.
"Impact of activities" refers to the importance of the
activities in terms of their effect on individuals, communities,
and regional, provincial, national and international social
welfare agencies. It also refers to the significance of
precedents that are established.
"Program" refers to a general plan designed to achieve the
objectives determined by departments or agencies to meet the aims
and intent of policy.
Notes to Raters
The provision of guidance on administrative matters to persons
engaged in implementing social welfare programs and activities is
to be considered under the Administrative Responsibility
factor.
The three degrees of the Impact of Activities element are
illustrated by the bench-mark positions descriptions.
Characteristics of the work such as the following are to be
considered in determining the tentative degree of this
element.
1. The effect of decisions and proposals on individual
clients, groups, communities and regional, provincial, national
and international social welfare agencies, taking into account
the kind and significance of the effect and the number of persons
affected.
2. The effect of professional guidance and advice provided by
the incumbent of the position to persons engaged in implementing
social welfare and assistance programs, taking into account the
kind and significance of the effect and the number of persons
affected.
3. The extent to which the incumbent is the effective
recommending or implementing authority. This is usually related
to the level of the position in the organization.
4. The consequence of an error in judgment in making
recommendations or decisions.
Any one characteristic is merely a partial indicator of the
difficulty and responsibility of the work, and the context within
which the work is performed is to be considered.
The degree of the Professional Responsibility factor
tentatively selected is confirmed by comparing the duties of .ihe
position being rated with the duties and specifications of the
bench-mark positions that exemplify the degree tentatively
selected.
RATING SCALE - PROFESSIONAL
RESPONSIBILITY
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Requirement for Initiative
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and Judgment and Degree
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Impact of Activities and Degree
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Initiative and judgment are required in selecting, modifying and applying professional
methods and techniques and in assessing progress to determine the necessity
for alternative courses of action. The work is subject to review to ensure
that the results achieved fulfill the needs of the client.
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Initiative and judgment are required in reviewing the progress of the social welfare
program or activity, identifying problem areas and recommending alternative courses of action
to effect solutions to problems. Consultation may be sought on professional aspects of the
work.
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Initiative and judgment are required in deter- mining the need for changing a significant
portion of the program or activity, in developing courses of action to bring about the
necessary changes, and in forecasting the effect of proposals on the program or activity.
Confirmation of decisions is sought when proposals are thought to have implications for other
activities within the social welfare program or for other programs.
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Initiative and judgment are required in developing new approaches to the solution of
social welfare problems and in establishing ways to implement them. Initiative and judgment are
also required
in developing major courses of action for which no clear precedents exist and for
which it is difficult to forecast the long-term effects. Assistance of superiors is
sought when deviations are required from departmental policy or formal agreements to
which the department is
a party.
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A
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B
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C
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D
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1
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80 No. Page
2 2.2
6 6.2
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163 No. Page 1 1.3
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246 No. Page
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329 No-. Page
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2
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115
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198
5
5.2
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281
8 8.3
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364
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3
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150
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233
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316
3 3.3
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400
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ADMINISTRATIVE RESPONSIBILITY
This factor is used to measure the difficulty of the work in
terms of the requirement to use financial, material and human
resources.
Notes to Raters
The provision of guidance on professional matters to persons
engaged in implementing social welfare programs and activities is
to be considered under the Professional Responsibility
factor.
Characteristics of the work such as the following are to be
considered in determining a tentative degree for this factor:
1. The requirement to allocate work, assign staff, assess
employee work performance, develop training programs and schedule
leave.
2. The requirement to interpret and implement regulations
and directives.
3. The responsibility for controlling, coordinating and
using departmental resources.
4. The requirement to draft or approve reports that lead to
the disbursement of funds or to a change in the cost of welfare
or other services provided to clients.
5. The requirement to prepare budgets and control
expenditures, develop recommendations for purchased services and
shared cost activities, and negotiate financial agreements.
Any one characteristic is only an indication of the difficulty
and responsibility of the work, and the whole context within
which the work is performed is to be considered.
The degree of the Administrative Responsibility factor
tentatively selected is confirmed by comparing the duties of the
position being rated with the duties and specifications of the
bench-mark positions that exemplify the degree tentatively
selected.
RATING SCALE - ADMINISTRATIVE
RESPONSIBILITY
Nature of Responsibility and Degree
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Points
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No.
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Bench-mark Position Description
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Page
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Provides information on the social and economic circumstances of clients that
leads to the disbursement of funds within
authorized limits, or to a change in the cost of welfare or other services
provided clients.
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1
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60
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1
2
6
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1.3
2.3
6.3
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Approves or recommends the approval of reports made by subordinates on the social and economic circumstances of
clients when expenditures of funds will establish precedents or affect related areas of work.
Prepares activity budgets. Resolves problems encountered in the day-to-day operation of the
organizational unit. Makes
recommendations to superiors regarding training and assignment of staff.
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2
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140
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5
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5.3
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Prepares program and activity budgets and authorizes expenditures for equipment, space, training and
staffing. Makes recommendations on the financial resources needed for shared cost or other special welfare
activities involving other departments, agencies and private organizations.
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3
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220
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8
3
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8.3
3.3
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Negotiates agreements to provide financial support to provincial and voluntary
agencies engaged in public assistance and welfare services and approves the disbursement of
authorized funds. Directs the preparation of budgets and approves the expenditure of funds for
equipment, space and staff.
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4
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300
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APPENDIX
Bench-marks in this appendix are illustrative
descriptions that provide raters with. guidance in the
interpretation and application of the rating plan. They were
developed at the time this standard was updated to provide
examples of specific job features that illustrate the category,
group and, where applicable, sub-group inclusions as well as the
various factors and their elements.
BENCH-MARK POSITION DESCRIPTION
INDEX
In Ascending Order of Point Values
Descriptive Title
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Bench-Mark
Position No.
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Total
Points
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Level
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Page
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Psychiatric Social Worker/Consultant
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2
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200
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1
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2.1
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Social Caseworker
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6
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200
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1
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6.1
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District Social Worker
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1
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323
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2
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1.1
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Chief, Social Worker
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5
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478
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3
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5.1
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Manager, Band Services
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8
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681
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4
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8.1
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Senior Policy Advisor
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3
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756
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5
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3.1
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BENCH-MARK POSITION
DESCRIPTION
Bench-mark Position Number: 1
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Level: 2
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Descriptive Title: District Social Worker
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Point Rating: 323
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Summary
Reporting to the Area Manager, Social Development, plans and
organizes the delivery of Child Welfare and Social Assistance
Programs and services within the District. Develops and assesses
the delivery of Band-administered social assistance programs and
provides guidance and assistance to Band Councils, social
development and other band staff involved in short and long-term
socio-economic planning. Provides casework services to Indian
clients and specialized consultation and training services to
Band and departmental staff.
Duties
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of Time
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Plans and organizes the delivery of Child Welfare and Social
Assistance Programs within the District by:
- monitoring the delivery of Provincial Child Welfare
services to Reserves in the District and determining if the physical, social and cultural
needs of the children and their families are being addressed;
- planning actions, in conjunction with Provincial
Authorities, in response to community concerns about the services and methods of
delivery;
- providing advice, guidance and training to members of
Band Councils and their staff on topics such as group/foster homes, shelter programs,
day-care facilities, family
life and education;
- investigating and assessing children with special
emotional, mental and physical problems and arranging for the provision of remedial planning
and services;
- investigating and assessing the social and financial
circumstances of Indians applying for Social Assistance;
- reviewing the availability of federal, provincial,
municipal and Band services, verifying claimant's eligibility for such services and
establishing casework plans;
- referring clients to public and private agencies
providing social assistance services and providing the necessary documentation;
- coordinating the needs of the clients with the programs
and services available.
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50
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Provides assistance and guidance to Band Councils and staff
developing short and long term socio-economic community plans
by:
- consulting with Band Councils and staff on the planning
and implementation of community work projects, training programs and supplementary
services;
|
25
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- consulting with Indian Bands developing programs to prevent
social breakdown in areas such as day care, drop-in centres, senior citizen
homes, etc.;
- conducting workshops and seminars to coordinate the interest
of the Band with those of outside agencies and organizations and developing
action plans and delivery services;
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% of Time
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Develops and assesses the delivery of Band-administered social
assistance programs by:
- providing guidance to Band Councils and social
development staff and developing their ability to understand and implement Social Assistance
programs and services;
- monitoring the application of terms and conditions of
local service agreements, of social work principles and of program guidelines;
- developing professional evaluative instruments and
following-up and reporting on casework plans.
|
10
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Provides casework and specialized consultative services to
treaty Indians and
departmental staff by:
- diagnosing. client problems and providing therapeutic
counseling services to effect behavior modification and rehabilitation;
- providing consultative services to Indian Bands and
social service staff involved in determining the extent, nature and etiology of presenting
problems and the type of services required;
- conducting training sessions, recruiting resource
personnel and material covering such work functions as casework techniques, counseling
methods, treatment modalities and community planning and development.
|
15
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specifications
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Degree/
Points
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Knowledge
The work requires knowledge of social work theories and
practices, of group review and casework methods and of community development planning. These
are requirements for knowledge of the political, social, economic and cultural
characteristics of Indian Bands and communities and of the needs, problems and aspirations of
Indian people in a time of cultural and socio-economic transition. The work requires a
knowledge of Federal and Provincial legislation governing the administration of social
services, social service agencies and delivery systems and of municipal, Band and
private organizations involved in the provision of social services and assistance to treaty
Indians. A knowledge of the socio-economic circumstances and opportunities available to an
ethnically mixed population is also required to develop or
review short and long-term community plans, provide consultation to Band Councils and assess the delivery of Band
administered services and programs.
|
2/100
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|
Degree/
Points
|
Professional Responsibility
The work requires the provision of consultative services and
professional advice to Band Councils and Indian people to assist
them to understand and alleviate social and behavioral
problems and create an awareness of the Federal, Provincial and
Municipal social programs. There is a requirement to develop,
review and modify plans, and services to suit the requirements of
the various Band Councils and communities and professional
techniques have to be modified to suit the particular needs
of clients and their families. Initiative and judgment are
required to analyze the cultural and socio-economic situations of
treaty Indians, plan the delivery of social services in the
District and assess the delivery of Band administered programs and services.
Initiative and judgment are also required when investigating and
assessing the problems being experienced by children and those
applying for social assistance, in explaining the nature and
causes of their problems and in proposing remedies
acceptable to the political and cultural realities of the
District. Although the Area Manager provides consultative advice
and guidance as required, it is not readily available as the work
is carried out in the communities away from the District Office.
The decisions and assessments made and the advice provided effect
the delivery of social services in the District, the
socio-economic development of communities and the well being and cultural integrity of
individual clients.
|
81/163
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Administrative Responsibility
The work requires the preparing of assessments of Band administered social assistance
programs and the writing of reports including the
socio-economic circumstances of the Band or community. There is also a requirement to write social
histories and case reports indicating the diagnoses, the counseling/therapy
provided and the agency or organization to which the client was referred. There are
requirements to interpret and implement policies and directives within the District and
monitor and report on the administration of programs, the application of social work
principles and the implementation of departmental guidelines.
|
1/60
|
BENCH-MARK POSITION
DESCRIPTION
Bench-mark Position Number: 2
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Level: 1
|
Descriptive Title: Psychiatric Social Worker/Consultant
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Point Rating: 200
|
Summary
Reporting to the Chief Psychiatric Social Worker, implements
the case management program for the institution, conducts
pre-release and social development programs and participates on
multi-disciplinary treatment teams. Provides a therapy and
consultation service to patients and their families, reviews and
monitors the institution's social work quality assurance program
and coordinates the institution's public relations and external
liaison activities.
Duties
|
% of Time
|
Implements the institution's case management program by:
- conducting psycho-social assessments of each patient and
classifying patients according to departmental criteria;
- identifying the family, community and personal
development components of each case and integrating the components into the treatment plan and
approach used by the treatment team;
- conducting multi-disciplinary team meetings and
preparing condensed reports for consideration by decision-making authorities such as the
National Parole Board;
- recommending and implementing treatment and intervention
activities as a member of the treatment team;
- compiling and processing temporary absence applications
for patients;
- developing a follow-up program for each patient in
accordance with the treatment plan;
- conducting staff training/orientation activities
relating to case management, standards, procedures and reporting requirements.
|
40
|
Provides a therapy and consultative service to patients and
their families by:
- serving as a member of the steering/development
committee developing, implementing and evaluating program activities;
- planning and conducting therapy modules or treatment
approaches and conducting specialized therapy sessions;
- acting as program coordinator when selected by the
treatment team;
- planning and coordinating social development and
pre-release groups;
- serving on operation assistant teams in crisis
situations.
|
4C
|
|
% of Time
|
Coordinates the public relations and external resource liaison
activities by:
- recommending to families that they become involved in
patient treatment programs;
- ensuring, wherever possible, that support networks are
established for patients in the community and that a follow-up schedule is established and
maintained;
- acting as a resource person to patients and treatment
teams when case management issues are discussed;
- coordinating and conducting orientation/familiarization
tours and sessions for approved students and supervising their activities as
requested.
|
15
|
Monitors the institution's quality and occupational health and
safety programs, reviews behavior and performance against quality standards, informs
supervisors of weakness or problem areas and recommends changes or solutions to the
Chief. Carries out coordination duties in such areas as transfer, classification
or volunteer activities and assumes the responsibilities of a Peace Officer.
|
5
|
Specifications
|
Degree/ Points
|
Knowledge
The work requires a knowledge of psycho-social work principles
and treatments, of casework technique related to the treatment of problems
experienced by psychiatric patients in a confined environment and of specialized
individual, family and group therapy techniques. A knowledge of community agency services,
volunteer organizations, and other services is required to establish and maintain
support networks for patients and to coordinate external resource utilization. A knowledge
of departmental and institutional policies, programs and procedures is required to
coordinate social development, pre-release and other group programs, to monitor
quality assurance programs and to coordinate public relations activities. A knowledge of
law enforcement is required to act as a Peace Officer and respond to emergency
situations.
|
1/60
|
Professional Responsibility
The work requires the provision of therapeutic, social development and counseling
services to institutionalize patients and their families to
assist them to resolve psycho-social problems, to make patients aware of offender
patient programs and to enable patients to adjust to life outside the institution.
Professional techniques have to be modified to suit the particular situation or needs of the
patients and their families and when conducting specialized therapy sessions. Initiatives and
judgment are required to determine and explain to patients and their families, the
causes of their problems, to develop appropriate treatment plans and approaches and to
implement intervention activities. Initiative and judgment
are required to classify patients according to psycho social assessments and departmental directives, to compile
and
process temporary absence applications and to plan pre-release group activities.
Assessments made and counseling provided are reviewed to ensure the needs of the patients and
their families are fulfilled and professional advice is available from the Chief
Psychiatric Worker and members of the treatment teams.
|
A1/80
|
|
Degree/ Points
|
Administrative Responsibility
The work requires the writing, reviewing, compiling and processing of case management
reports and temporary absence applications indicating the
diagnoses of patients, the nature of therapy provided and the degree of social
development attained. There is a requirement to interpret and implement regulations and
directives relating to the treatment and confinement of
psychiatric patients and to provide information to the
treatment teams and community agencies on the status and socio-economic
needs of patients. There is a requirement to coordinate and conduct
orientation/familiarization sessions for students and to supervise their activities during visits to
the institution.
|
1/60
|
BENCH-MARK POSITION DESCRIPTION
Bench-mark Position Number: 3
|
Level: 5
|
Descriptive Title: Senior Policy Advisor
|
Point Rating: 756
|
Summary
Reporting to the Director, develops and recommends policies,
policy options and strategies to advance the social well being of
Canadians. Provides policy advice and expertise in specific
social fields. Directs the activities of a
multi-multidisciplinary team, coordinates the activities of
committees, working groups and task forces and represents the
Branch or Department in consultations and negotiations with other
government departments and levels of government.
Duties
|
% of Time
|
Develops and recommends policies, policy options and
strategies by:
- directing the analysis and evaluation of social policies,
legislative programs, social systems and delivery mechanisms of the federal
government and those proposed by social agencies and other levels of government;
- determining the comprehensiveness and complementarity of
social services to the disadvantaged in relation to family, community, recreational
and health care services and assessing their ability to deal with current
social issues;
- planning, assigning and coordinating the work of Policy Development Officers,
Program Offices and support staff;
- reviewing the analyses and recommendations prepared by
the Policy Development Officers, providing policy interpretations, validating
conclusions reached and determining the need for further studies;
- prepares briefing notes, options and recommendations
relating to policies, programs and proposals for the consideration of senior management and
the Minister; and
- plans and directs promotional activities designed to
publicize the work of the Branch and to promote social development policies and
initiatives.
|
40
|
Provides policy advice and expertise in specific social fields
by:
- directing the development of a comprehensive body of
knowledge on social policies, programs and services in Canada and abroad and advising senior
management of recent developments;
- preparing responses, briefing notes and presentations
covering policy questions, options and proposals received from departmental' officials,
other levels of government and the Minister's Office;
|
15
|
|
% of Time
|
- preparing memoranda, evaluative reports and reference
material on social issues and polices for senior management; and
- acting as advisor on specific fields of social welfare to
the Assistant Deputy Minister and the Deputy Minister.
|
|
Directs the activities of the multi-disciplinary team
researching, evaluating and developing social policy issues by:
- identifying and recommending to the Director the need for
new or revised policies;
- determining the nature, scope, duration and information
requirements of studies to be undertaken and conducting sample studies in the program
areas affected;
- analyzing the findings of the studies, indicating
alternative courses of action and the financial, social, political and administrative
constraints to be considered; and
- evaluating the performance of team members and
consultants, recommending training and disciplinary actions and determining hours of work.
|
15
|
Coordinates the activities of committees, identifies
information and research requirements, arranges for participants and contract services
and prepares reports, policy analyses, options and program proposals resulting from
the work of the committees for senior management and the Minister.
|
15
|
Represents the Branch and Department in negotiations and
consultations with other government departments and levels of government. Convenes
meetings to discuss and analyze specific policies and programs and to develop
proposals for improvement. Provides policy interpretations to provincial officials and
prepares comparative, analytical and evaluative statements on income assistance and
social service programs in Canada and abroad.
|
15
|
Specifications
|
Degree/ Points
|
Knowledge
The work requires a comprehensive knowledge of social
development and programming processes, of the legislation, policies and social assistance
programs administered by federal and other levels of government and of the interfaces
between different government programs to develop and recommend policies, policy options and
strategies. A comprehensive knowledge of social welfare
principles, concepts and practices and of social welfare/analysis processes for social programs at the
regional, provincial and national level is also required to provide advice and expertise in
specific social welfare fields. A knowledge of departmental contracting, financial and
personnel operations is required to direct the activities of the multi-disciplinary research
team and committees conducting social policy evaluation and development.
|
5/220
|
|
Degree/ Points
|
Professional Responsibility
The work requires the development of policies, policy options
and strategies for federal social assistance and welfare services and the analysis and
evaluation of federal and provincial programs. Judgment is required to review analyses
and recommendations, validate the conclusions, determine if further studies are
needed, evaluate social policies, systems and delivery mechanisms and determine the
comprehensiveness of social services for the disadvantaged. Initiative is required to
direct the activities of the multi-disciplinary research team, represent the Branch or
Department in negotiations with other departments or levels of government, direct promotional
activities and develop a comprehensive body of social policy knowledge. Decisions made,
recommendations prepared and advice provided affect social welfare programming in all
provinces and the nature and extent of improvements to social service programs throughout
the country.
|
C3/316
|
Administrative Responsibility
The work requires the development of recommendations, policies
and strategies for federal participation in social assistance and welfare services in
specific areas. There is a requirement to plan, assign and coordinate the work of Policy
Development Offices, analyze work performed and provide policy interpretations. The
work requires directing the activities of a multi-disciplinary team and various work
groups and task forces, determine the nature, scope and duration of studies, evaluate
the performance of team members and consultants and recommend training and
disciplinary actions. Recommendations developed relating to the extent of federal participation in
provincial programs commit federal money under cost sharing agreements.
|
3/220
|
BENCH-MARK POSITION DESCRIPTION
Bench-mark Position Number:
|
Level: 3
|
Descriptive Title: Chief, Social Services
|
Point Rating: 478
|
Summary
Reporting to the Director, Professional Services, administers
and coordinates the programs, services and activities of the
Social Services Department of a 1,000 bed hospital. Plans and
supervises the delivery of social work services. Develops
programs and services and ensures the professional standards of
social work practice are maintained in the care and treatment of
patients. Provides social casework services to patients and their
families.
Duties
|
% of Time
|
Administers and coordinates the programs, services and
activities of the Social Services
Department of the hospital by:
- establishing goals and priorities for Social Services in
consultation with the Director;
- assigning social caseworkers to various hospital wards
and services, taking into account the particular experience and aptitude of each
caseworker;
- planning work schedules and compressed work weeks to
accommodate case conferences, ward meetings and rounds, treatment team meetings and lectures
held within and outside the hospital and to ensure that continuous service is
maintained;
- writing and implementing hospital policies and procedures
in conjunction with the Director and Chiefs of other sections to ensure the most
effective utilization of social services human resources and to meet the changing needs
of patients and hospital requirements;
- preparing and controlling the Social Service budget,
compiling monthly and annual reports and statistics and implementing a statistical
reporting system for the evaluation and planning of the Social Services Programs.
|
40
|
Plans and supervises the delivery of the hospital's social
work services by:
- recruiting and selecting professional and clerical
staff;
- planning for an adequate period of orientation and
conducting consultation sessions for new employees;
- conducting bi-monthly staff meetings to discuss cases,
policy formulation, social work standards, patient problems and propose possible
solutions;
- supervising the activities of, and assigning work to,
clerical staff;
|
40
|
|
% of Time
|
- evaluating staff performance, identifying strengths and
weaknesses and establishing goals and objectives for the next review period;
- analyzing care management reports and assessing the
suitability and adequacy of diagnoses and treatment plans.
|
|
Develops programs and services to coincide with Departmental
and hospital objectives and programs, in conjunction with the Director and the Heads of
other hospital departments, to facilitate the utilization of resources and to ensure the
maintenance of professional standards and practices. Establishes and maintains
communications with community agencies, professional and interest groups to keep abreast of
and understand current social work issues and the availability of community resources
to the hospital and the patients.
|
10
|
Provides social casework and group therapy services to alcoholics, and for in and
out-patients and their families. Co-leads therapy sessions
with patients from the medical and psychiatric sections of the hospital.
|
10
|
specifications
|
Degree/
Points
|
Knowledge
The work requires a thorough knowledge of psycho-geriatric
social work principles, casework practices and of the various acts, regulations and
policies governing the provision of Social Services to aging veterans and their
families to provide professional advice and assistance to caseworkers. A knowledge of
Departmental and hospital administration and organization
and of financial and personnel practices is required to plan and implement the Social Services program to meet the
objectives of the hospital and the needs of the patients.
|
3/140
|
Professional Responsibility
The work requires the review of the Social Service program and
the requirements of the patients and the writing and implementing of hospital policies
and procedures to ensure a continuous and effective service is maintained. Initiative and
judgment are required to discuss and review work standards, the problems being
experienced by the caseworkers and to propose solutions. Judgment is required to analyze case
management reports, to assess the appropriateness of diagnoses and treatment plans
and to provide professional advice to caseworkers. Initiative and judgment are also
required to establish and maintain professional contacts within the community. The
decisions made affect the operation of the Social Services Section, the nature of
treatments provided and the rehabilitation and reintegration of patients into society.
|
82/198
|
|
Degree/
Points
|
Administrative Responsibility
The work requires the coordination of the activities of the
Section and the implementation of the Social Services program for the hospital. There is a
requirement to plan the work schedules, set priorities, assign caseworkers to various
hospital departments and programs and to evaluate their performance. There is also a
requirement to supervise the clerical staff of the Section. There are requirements to
prepare budgets for the Director's approval, to monitor the expenditures of the
Section, to compile monthly, annual and statistical reports and implement and maintain a
statistical reporting system for evaluation and planning purposes.
|
2/140
|
BENCH-MARK POSITION
DESCRIPTION
Bench-mark Position Number: 6
|
Level: 1
|
Descriptive Title: Social Caseworker
|
Point Rating: 200
|
Summary
Reporting to the Head, Social Services Department within a
large extended care psycho-geriatric hospital, coordinates and
implements a Social Service program, a counseling and referral
service and a discharge planning service for in and out patients.
Participates in multidisciplinary treatment teams, provides a
paliative service for dying patients and a social service for
elderly alcoholic patients and their families.
Duties
|
% of Time
|
Coordinates and implements a Social Service program by:
- providing a preadmission service, interviewing veterans,
determining if hospitalization is required and recommending the admission or
non-admission of patients to the admissions committee;
- conducting psycho-social evaluations of patients,
identifying problems, determining the type of treatment and providing diagnoses and
interpretations to medical and psychiatric treatment teams;
- participating in case conferences, ward rounds and team
meetings and exchanging information and interpretations of patient behavior with team
members;
- providing a social casework service for out patients,
consulting with treatment teams, making home visits and interpreting patient behavior to
families, owners of foster homes, landlords and treatment teams regarding patients
at home or placed in extended care homes;
- integrating patients into Day Care programs, providing
professional social input to Day Care treatment teams and recommending appropriate
treatment strategies;
- maintaining case files for each patient, activity or
treatment and writing social histories and assessments.
|
55
|
Conducts and implements a counselling and referral service
by:
- determining the patients' entitlement to public and
private benefits, services and programs and ensuring applications and claims forms are filed
with the necessary documentation, affidavits and certificates;
- informing health care professionals in other active
treatment hospitals of patient behavior and other social information for patients transferred
for acute treatment problems;
- determining the suitability of shelter homes for specific
patients;
- counseling patients regarding the different social
agencies and services available in the community.
|
25
|
|
% of Time
|
Provides a discharge service, assesses the patient's
financial, social, physical, emotional and spiritual needs and establishes where the
patient would prefer to live.
Assesses the suitability of sheltered homes, group homes and
apartments, determines the community requirements of patients in terms of language,
transportation, availability of services, etc. Provides owners or managers of such
accommodation with information relating to the condition of patients and the policies and
procedures of the program.
Matches the accommodation needs of patients with the various
types of• accommodation available. Develops a follow-up schedule, visits discharged
patients, interprets their behavior and negotiates the use of community services.
|
10
|
Provides paliative care to dying patients and assists them to
make plans for their families. Counsels patients on how to live each day as well as
possible. Provides counseling service to elderly patients with alcoholic or drug
related problems and their families. Interprets the behavior of patients with alcohol or
drug related problems to the treatment teams.
|
10
|
specifications
|
Degree/
Points
|
Knowledge
The work requires a knowledge of psycho-social principals,
practices and techniques related to the treatment of geriatric and gerontologic
illnesses of medical, psychiatric and out-patients. The work requires a knowledge of the
treatment of social problems being experienced by patients with alcoholic or drug
dependency problems and their families. A knowledge of palliative care practices is required
to provide assistance and counseling to dying patients and their families. A knowledge
of the hospital's organization, of the various acts and
regulations governing the provision of social service and of various public and private sector services and benefits
available to the patients is required.
|
1/60
|
Professional Responsibility
The work requires the provision of social services and
counseling to hospitalized and out-patients and their families to assist them to adjust to
their illnesses and prepare them for discharge, rehabilitation, reintegration or dying.
Professional techniques are modified to provide care and counseling when the normal
problems associated with aging is compounded by illness or drug/alcohol dependency or
separation from families. Initiative and judgment are required to determine, and explain
to the patients and their families, the causes of the problems and to propose acceptable
and practical remedies for the patient's and treatment teams consideration. Initiative
and judgment are also required when approaching the patient's relatives and friends
and soliciting assistance in the rehabilitation and reintegration of the patient into
society. Professional advice and guidance is available from the Head, Social Services and
the members of the treatment teams. The decisions made and treatments provided affect the
present and future lives of patients, influence their ability to reintegrate into society
and prepare them and their families to face difficult decisions.
|
A1/80
|
|
Degree/ Points
|
Administrative Responsibilities
The work requires the writing of social histories and
narrative reports indicating the material and social circumstances of patients, the
psycho-social diagnoses, treatment plans and progress of the patients and the social assessments
and recommendations made to other social agencies. There is a requirement to interpret and
apply policies and procedures relating to the treatment and
counseling of patients and their families and prepare reports and information relating to rates of sheltered
homes, clothing orders for out-patients, recreational equipment and activities,
community placement programs, expense accounts etc.
|
1/60
|
BENCH-MARK POSITION
DESCRIPTION
Bench-mark Position Number: 8
|
Level: 4
|
Descriptive Title: Manager, Band Services
|
Point Rating: 681
|
Summary
Reporting to the Director, Social Development, plans and
coordinates a regional Social Development Program for treaty
Indian people. Evaluate the degree of conformity between the
social program administered by the Bands and departmental
regulations and standards. Provides support and consultative
services to Bands concerning complex social problems and related
social programs. Recommends remedial actions to the Bands
experiencing major problems in the delivery of social service.
Supervises the activities of and provides guidance to staff
involved in program delivery throughout the area.
Duties
|
% of Time
|
Plans and coordinates a regional Social Development Program
for treaty Indian people by:
- identifying and forecasting the organizational,
personnel, financial and material requirements to develop and implement the services by the
Bands;
- preparing plans and guidelines for the services and
establishing their priorities and objectives in accordance with budget allocation;
- administering and controlling $17.2 million (1988 $)
budget and allocating funds to meet program commitments and requirements;
- reviewing departmental and Band variances, reports,
budgets, etc. and determining the need for additional funding from other sources;
- developing and recommending changes to services to meet
the needs of a certain community;
- negotiating major contribution arrangements for the
delivery of specific services and providing justification for the proposed expenditures;
- identifying gaps in the service delivery system and the
implementation of intergovernmental agreements;
- representing the department at inter agency/departmental
committees and initiating tripartite negotiations between officials of Federal and
Provincial governments and the Bands to ensure maximum development and integration of
services.
|
55
|
Evaluates the degree of conformity between the social programs
administered by the Bands
and departmental regulations and standards by:
- reviewing Band objectives and Band Council
recommendations regarding the services the Bands want to provide;
- analyzing the results of research studies covering the
socio-economic circumstances of Indian people and surveys of child/family social needs;
|
15
|
|
% of Time
|
- comparing services provided to Indian communities with
services provided to other communities;
- evaluating the performance of programs in terms of
service and cost effectiveness;
- developing and recommending to the Bands, ways to
improve the effectiveness of the programs.
|
|
Provides support and consultative services to Bands by:
- identifying Bands experiencing comprehensive social
problems and providing advice on the development and coordination of service programs;
- assisting Indian people to develop social adjustment
programs to deal with lifestyle change problems and maintain cultural ties.
|
10
|
Recommends remedial actions to Bands experiencing major social
problems by:
- identifying problems and deficiencies in service
delivery and proposes courses of ction to resolve or alleviate the problems;
- recommending financial or staff support to enable Indian
residents to conduct studies and develop and deliver community services;
- facilitating communication between Indian people and
governmental and service agencies.
|
10
|
Supervises the activities of, and provides guidance to
subordinate staff by:
- determining standards, objectives and priorities for the
operation of the unit;
- evaluating the performance of subordinate and
recommending promotional or disciplinary actions;
- allocating work to ensure balanced workloads;
- carrying out selection and staffing actions.
|
10
|
Specifications
|
Degree/
Points
|
Knowledge
The work requires a thorough knowledge of social work
principles, casework practices and the various acts, regulations and policies governing the
implementation of social services in order to plan and coordinate the development of
locally administered social services in a region with a number of Indian Bands, Councils
and communities and to provide support and consultation to Indian People. A thorough
knowledge of the environmental, social, economic and cultural characteristics
of the various Bands and Councils of the region is required to assist Indian people
develop self sufficient and autonomous services that are acceptable to Federal and
Provincial departments and agencies. A knowledge of departmental organization, financial
and personnel operations is required to plan the provision of regional services, to
administer and control a budget and allocate funds and to supervise staff.
|
4/180
|
|
Degree/ Points
|
Professional Responsibility
The work requires the planning and coordination of a regional
Social Development Program, Initiative and judgment are required to identify and
forecast the requirements needed to develop and implement
the services, prepare implementation plans and objectives,_ initiate tripartite negotiations between the two
levels of government and the Bands and allocate funds to meet program requirements.
Judgment is required to determine the degree of conformity between locally
administered services and departmental standards, evaluate the performance of the services and
develop ways to increase their efficiency. Initiative and judgment are also required to
negotiate contribution arrangements, determine the need and source of additional
funds and recommend remedial actions to solve major problems. The decisions made affect the
nature and level of locally developed and administered social services and the
allocation of funds to the Bands, Councils and communities. Consultations with other
regional Managers, departments and Provincial agencies are required to ensure the
services are appropriate and integrated.
|
C2/281
|
Administrative Responsibility
The work requires the planning and coordination of social
service development activities within the region. There is a requirement to supervise
subordinates, allocate work, determine standards and objectives and evaluate staff
performance. The work requires the control of a $17.2 million (1988 $) budget and the
allocation of funds to meet the requirement of the various services. There is a requirement to
recommend the need for additional funds from outside sources and to forecast the
personnel, financial and material resources to provide the services.
|
3/220
|
|