Transcript CultureLink Board Orientation Ibrahim Absiye Executive Director Today’s Session • (A) Agency Overview i. ii. iii. iv. v. vi. vii. History Organization Structure Management & Administration Funding & Finance HR/Union/Collective Agreement Programming Local Settlement Strategy – where CultureLink is.

CultureLink
Board Orientation
Ibrahim Absiye
Executive Director
Today’s Session
• (A) Agency Overview
i.
ii.
iii.
iv.
v.
vi.
vii.
History
Organization Structure
Management & Administration
Funding & Finance
HR/Union/Collective Agreement
Programming
Local Settlement Strategy – where CultureLink is an active
member
viii. CL Strategic Direction
• (B) CultureLink Current Programs
i.
ii.
iii.
iv.
v.
Employment Services
Community Connections
Newcomer Services Program
Youth & Seniors Services
Green Settlement
(A) Agency
Overview
i. CultureLink History
• 1988 – CL began service delivery – Metro Toronto
Host Program
• 1992 – was incorporated as a non-profit agency
• 1994 – name changed to CultureLink
• Subsequent years – Established of Youth
Project(NYC), Settlement Education Partnership in
Toronto (SEPT), Job Service Workshop (JSW),
• 2008 – Library Settlement Partnership (LSP)
Services to serve newcomers in selected libraries
• Today - 2 major programs
iii. Management & Administration
• Management Team
– Executive Director, Program
Director, Program Managers
• Administration
– Executive Director, Executive
Assistant, Program Director,
Program Managers,
Administration Assistants
iv. Funding & Finance
• Funders
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Citizenship & Immigration Canada (CIC)
Ministry of Citizenship and Immigration (MCI)
City of Toronto
United Way Toronto (UWT)
The Ontario Trillium Foundation
Service Canada
Human Resource and Skills Development Canada
HRSDC)
– Ontario Health Promotion & Sport
– Toronto Community Foundation
• Finance
V. HR/Union/CA
• Union
– CL became unionized since 2005
– CAW - Canada Local 40
– Collective Agreement
• April 2005 – March 2009; April 2009 – March 2012
• Working with the Union
– Labour Management Committee (Board &
Staff)
– ED, Personnel Director, managers (staff)
V. HR/Union/CA
• HR Management
– Responsibilities
• Policy making and implementation (HR
policy revised in 2011)
• Recruitment, orientation, placement, training
and evaluation
• First contact with Union to handle staff
issues
• Bargaining for employment terms
vi. Programming
• Modernized approach introduced by CIC in 2010,
resulting in major program restructuring;
• Currently, we have:
– CIC funded programs
• 1) Employment Services (JSW)
• 2) Community Connections (SWIS, CCMP, LSP)
– Other programs
• NSP (ROMA)
• NYC & NSC
• Green Settlement Initiatives
vii. Local Settlement Strategy –
CultureLink is an active member
• Partnership & Coordination (CL Program Expansion
Committee)
• Labour Market & Employment (CL employment
services, Employment Mentorship program)
• Language Services (CL English Conversation Cycle)
• Service regarding less status (NSP targeting Roma,
NYC)
• Health Services (Cycling project/Green Settlement, Chinese
Coalition on Healthy Living)
• Mental Services (Bridge program, partnering with Canadian
Mental Health Association and Hong Fong Mental Health,
Newcomer Seniors’ Centre)
• Youth & Children & Families (Newcomer Youth Center)
Strategic Framework
Implemented after an extensive
consultation
.
VISION STATEMENT
We envision a welcoming community
where
all stakeholders are united in supporting the
successful settlement and empowerment of
newcomers in Canada through pertinent
information, employment preparation,
education, training and friendship.
MISSION
CultureLink is dedicated to facilitating the independence
and full participation of newcomers in Toronto’s
diverse community.
This is done by:
• Enhancing skills that promote selfsufficiency;
• Promoting positive interactions with and
understanding of newcomer communities;
• Providing innovative programming to meet
the changing settlement needs of newcomers
and volunteers; and
• Promoting the well-being of all
participants.
CultureLink works within a
non-discriminatory
framework to ensure a
respectful, safe, and
inclusive environment.
Our Believes and Principles
At CultureLink we are committed to:
-Working within a social justice/antioppression framework that demonstrate our
respect for newcomers, volunteers and each
other;
- Providing quality programs that are client
centred and results oriented;
- Being accountable;
- Engaging in continuous learning and
improvement to ensure that our programs
and services remain responsive.
STRATEGIC DIRECTIONS
1. Diversified Funding
2. Promotion and Branding
3. Organizational Capacity
Building
4. Measurement
and
Evaluation
5. Program and Service
Expansion
(B) CultureLink Current
Programs
• Employment Services
• Community Connections
– SWIS
– CCMP
– LSP
• Newcomer Services Program
– Roma
• Youth & Seniors Services
• Green Settlement
Board Expectations
Roles and Responsibilities
Board's Governance Role: Represent the
community's interest within
the organization.
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Direction
Legal
Financial
Fundraising
Planning
Programs
Efficiency and impact
Board's Support Role: Represent the
organization's
interests
in
the
community
This is done by:
• Fundraising
• Public Relations and
community contacts
• Volunteerism
• Advisory
• Reputation