Casual/Replacement Child & Youth Counsellor
The Halton District School Board is seeking qualified Child & Youth Workers (CYCs) to be placed in the CYC casual pool. Individuals within this casual pool may be offered temporary, short-term employment up to 3 months in length to fill temporary vacancies during the absence of the regular incumbent.
Casual pool applicants who are successful in the interview and provide the board with a clear vulnerable sector check and a confirmation of their diploma/degree are not considered employees of the Halton District School Board until they are offered, and accept, a temporary CYC position. Short-term, temporary CYC positions that are less than 3 months are held for a defined period of time and are not eligible for employee benefits. Successful casual pool applicants will be placed within the casual pool for a period of up to 2 years.
CYCs may work in a variety of schools in one of three geographical areas and/or have school-based behaviour classroom responsibilities. CYCs are members of a school based resource team and provide crisis support and consultation to school staff on the behavioural, social and emotional needs of students.
CYCs will be expected to provide direct service to students, either individually, in a small group or whole class format.
Once employed in a short-term temporary CYC position, casual/replacement CYC applicants will have priority consideration for long term occasional and permanent job opportunities as they are posted as per the PSSP Collective Agreement.
At minimum, a recognized Degree or Advanced Diploma in Child and Youth Care from an accredited institution or equivalent.
Strong verbal and written communication skills are required;
Knowledge of community resources is essential;
Demonstrated commitment to supporting the wellbeing of youth and families in cultural responsive and inclusive ways with a clear focus on human rights is required;
Experience supporting students with developmental disabilities, including Autism, is preferred.
Experience working in a School Board setting, an asset;
A reliable means of transportation is required to attend work at a variety of locations throughout the Board.
The Multi-Year Plan 2020-2024
The Multi-Year Plan (MYP) is a strategic four-year plan created collaboratively for the Halton District School Board (HDSB). The purpose of the MYP is to set direction and prioritize the collective actions of all stakeholders to ensure our efforts as an organization are aligned and coordinated to support the more than 66,000 students, 8,000 staff and the broader HDSB community. For more information on areas of focus within the Board we encourage you to view the Multi-Year Plan 2020-2024 and the Human Rights Equity Action and Accountability Plan: The Way Forward and to view the Multi-Year Plan 2020-2024
Applications submitted directly to the Human Resources Department will not be processed. Resume and other supporting documents must be submitted to Apply To Education www.applytoeducation.com Job Category: Management and Professionals; Job Code #
We thank all applicants but only those chosen for interviews will be contacted.
We thank all applicants for their interest in opportunities with the Halton District School Board. Contact will be made with applicants whose experience and qualifications most closely match the requirements of the position. Communication with short-listed applicants will be made through the email address provided on the applicants’ Apply To Education profile page.
First consideration for posted vacancies will be given to qualified applicants from the employee group in which the vacancy occurs.
The Halton District School Board recognizes that, consistent with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms, employment practices and procedures at all levels should reflect, demonstrate understanding of and respond to a diverse population. The Board is committed to providing a workplace environment that is fair and equitable to all.
In our efforts to ensure an inclusive, diverse and representative workforce, we will:
value, promote and encourage the hiring of staff from under-represented communities;
grant first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities. Where a collective agreement or terms and conditions govern the hiring or promotional process, this will be done in a manner that is consistent with the School Board’s obligations.
Applicant Self Identification Questions:
Applicant Self Identification Questions:
As part of the recruitment and selection function, the HDSB will collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB’s Teacher Hiring Practices Administrative Procedure, HDSB’s Employment Equity Policy and Ontario’s Anti Racism Data Standards:
Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HDSB’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.
Although hiring policies must adhere to the qualification requirements set out in applicable Regulations (eg. Regulation 298, “Operation of Schools – General”) and any applicable collective agreement provisions, the Board recognizes the importance of the following when developing its selection and evaluation criteria:
valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives; and
granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.
We encourage you to respond to our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an inclusive and equitable workforce. Any information that you provide in response to these questions will be referred to during the hiring process for this position, and will be shared with the hiring manager and/or committee members responsible for the hiring process.
The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontario’s Anti-Racism Data Standards, 2017).
Questions about this collection may be directed to Marsha Sulewski, Supervisor of Staffing and Recruiting at email@example.com.
Upon request, we will provide reasonable accommodations for candidates who have temporary or permanent disability, or who otherwise require accommodations based on the protected grounds highlighted in the Ontario Human Rights Code in respect to the recruitment and selection process.
The HDSB is committed to providing a respectful and healthy work environment.