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EXECUTIVE DIRECTOR PROFILE

Aboriginal Counseling Services Association of Alberta (ACSA), an Indigenous-led non-profit agency based in Edmonton, Alberta, is seeking its next Executive Director.

 

This profile serves as an introduction to our organization and the role of the Executive Director. We are committed to finding a leader who is an excellent fit for our staff team, program participants, and our community.

 

The posting will remain open until May 29, 2024 or until a suitable candidate has been selected.

 

Please forward your resume, covering letter and references to: jobs@aboriginalcounseling.com




Message from Executive Director


Thank you for taking an interest in the Executive Director position with Aboriginal Counseling Services.  As co-founder of the Organization, I have learned that the strength of the organization lies in honouring a team approach to service delivery. 


Each member of our team brings with them the wisdom of their experiences and their commitment to listening to the voices of Indigenous people in the Edmonton area and surrounding communities.  Sharing our wisdom with each other through mentorship and respect has enabled the organization to thrive and grow over the past thirty years. 


Honouring the people who access our services has always been a priority and holding space for their journey is a sacred responsibility.  We have tried to honour this through our commitment to addressing intergenerational and historical trauma by undertaking training that teaches us how trauma impacts the brain and the nervous system.  Most important, the team works from a resiliency lens that honours everyone’s ability to heal, grow and thrive. 


This is what we are all about and I welcome you to read this profile in the hopes that these values and beliefs are what you hold sacred as well. 


All my relations,

Sue Languedoc BSW RSW SEP

Executive Director (Retiring)




Executive Director - Employment Opportunity

Strategic, Relational, Wise Leadership

 

1. Strategic Leadership

Operational Planning and Management                                              

  • Implement policies and develop procedures to achieve the strategic plan and on-going operations; review and revise existing procedures on a regular basis. 

  • Ensure that the operation of the organization meets the expectations of its Board, funders, and other key stakeholders.

  • Prepare policies and procedures to achieve the strategic plan and on-going operations; review and revise existing policies and procedures on a regular basis.

  • Oversee the efficient and effective day-to-day operation of all aspects of the organization.

  • Ensure that all (including electronic) information is securely stored, and privacy/ confidentiality is maintained to meet all legal and ethical standards.

 

Program & Service Planning and Management

  • Lead the agency’s program and service planning through an Indigenous trauma-informed lens.

  • Ensure the agency’s programs meet the evolving demands of the human services sector.

  • Ensure that the programs, projects, and activities contribute to the organization’s mission and reflect the priorities of the Board and what is most useful to the Indigenous community.

  • Cultivate the strategic relationships necessary for effective program delivery.

  • Oversee the planning, implementation, evaluation, and monitoring of the organization’s day-to-day delivery of programs, activities, and services.

 

Financial Planning and Management

  • Work with agency accountant to develop annual budget and current financial information for presentation to the Board; work with Board members and staff where appropriate.

  • Ensure that sound bookkeeping and accounting procedures are followed.

  • Administer funds of the organization according to the approved budget and monitor the monthly cash flow of the organization.

  • Work with accountant and staff to prepare comprehensive, regular financial and program reports as required by funders.

  • Ensure the organization complies with all legislation regarding such matters as taxation, withholding payments, and charitable donations.


Risk Planning and Management

  • Identify, evaluate, and implement measures to control the risks to the organization’s people (those involved with programs and services, staff, management, and volunteers), property, finances, goodwill, and image.

  • Ensure that the Board of Directors and the organization carry appropriate and adequate insurance coverage and that the Board and staff understand the terms, conditions, and limitations of such coverage.

 

Fund Development Planning and Management

  • Research funding sources, oversee the development of fund development plans, and write funding proposals to ensure adequate funding for the operation of the organization.

  • Participate in fundraising activities as appropriate.



2. Building Relationships

Board Liaison

  • Participate with the Board of Directors in developing the strategic plan, including the vision, mission, and values that guide the organization.

  • Identify, assess, and articulate information to the Board about community trends and resources as they relate to enhancing the Board’s capacity for effective communication, decision-making, and long-term planning.

  • Ensure the stability of the organization by having succession plans in place.

  • Keep the Board informed of internal and external issues that affect the organization and the Indigenous community.

  • Be a resource to the Board of Directors to promote informed policy decision-making.

  • Be the spokesperson for the organization.

  • Draft official correspondence on behalf of, or jointly with, the Board as appropriate.

  • Work in collaboration with, and in support of, the Board through the development of agendas and meeting materials.

 

Community Relations/Advocacy

  • Communicate with stakeholders to keep them informed of the work of the organization and relevant changes in the human services sector.

  • Initiate and develop effective working relationships and collaborate with a broad range of systems and community sectors, including all levels of government, other non-profit organizations, community partners, funders, and other organizations.

  • Contribute input to public policy in a range of ways.

  • Represent the organization as appropriate (at meetings, activities) to enhance the profile and success of ACSA.

  • Build and maintain relationships with internal and external stakeholders.



3.    Human Resources Planning and Change Management

Human Resources

  • Oversee the implementation of the human resource policies, procedures, and practices, including the development of staff job descriptions, performance management, compensation processes, and professional development.

  • Establish a positive, healthy, and safe work environment in accordance with all appropriate legislation and regulations.

  • Develop staff with succession and cross training in mind.

  • Determine staffing requirements for optimal organizational management and project/ activity delivery.

  • Recruit, interview, and select staff that have appropriate technical and personal qualifications and abilities to help further the organization’s mission.

  • Ensure that all staff receive an orientation to the organization and that appropriate training is provided.

  • Coach, mentor, and guide staff to improve performance.

  • Respond promptly to staff performance issues, following a progressive disciplinary process.

  • Provide staff with optimal remuneration and employee benefits, access to continuing education and professional development to promote employee retention and satisfaction.

 

Change Planning and Management

  • Implement strategies to lead and support ACSA through ongoing change.

  • Revise goals and plans to reflect changing priorities.

  • Develop ACSA’s employees’ abilities to anticipate, respond to, and capably adjust to change.

 

 

4.   General Qualifications

  • Proven success managing a comparable non-profit, public sector, or other relevant community-based work environment, with progressively responsible leadership experience.

  • University degree in social work, education, management, non-profit management, business, or a related field.

  • Proof of education/credentials such as university or college diploma, certificate, or transcripts.

  • Membership in good standing with any relevant profession associations

  • Demonstrated alignment with the values of ACSA. Visit ACSA's About Us

  • Thorough knowledge and experience working with the Indigenous community.

  • Thorough understanding of the Indigenous community and the challenges it faces.

  • Knowledge and experience in programming that addresses intimate partner violence and trauma through an Indigenous lens.

  • Demonstrated strategic leadership, operational planning, and management.

  • Strong financial management skills:  planning, risk management and fund development.

  • Demonstrated ability to build effective relationships and community.

  • Strong verbal and written communication and public presentation skills.

  • Demonstrated leadership and human resources management skills, with experience coaching, mentoring, and developing staff.

  • Demonstrated change management skills.



5.    Working Conditions

  • In-person work in an office environment (Edmonton), but the mission of the organization will frequently take the Executive Director to out of office workplaces, and may involve travel within Edmonton and occasionally beyond.

  • The work week includes scheduled evenings to accommodate Board meetings and to represent the organization at public events, meetings, conferences, and community events.

 

 

6.   ACSA Offers

  • Meaningful impact through culturally rich work.

  • Annual health care spending account and joint group RRSP.

  • Competitive salary range: $90,000 - $110,000 negotiable based on qualifications and experience.

 

 

 

The posting will remain open until May 29, 2024 

or until a suitable candidate has been selected.

 

Please forward your resume, covering letter and references to:

 



Our Organization


In 1992, Sue Languedoc co-founded Aboriginal Counseling Services Association of Alberta to address service gaps within the Aboriginal community and create a safe and supportive environment for families to learn and grow. The agency comprises a team of dedicated staff who advance the agency’s vision and mission. Aboriginal Counseling’s services honour the mind, body, spirit, and emotions of each person who walks through the door. The team supports each client, acknowledging that they are the expert when it comes to their personal journey. We nurture people’s strengths and their ability to believe in themselves.

ACSA organization chart overview

Aboriginal Counseling’s programs address Indigenous family violence and support resiliency and wellness by developing responses to current issues and the unique needs of our participants.


The organization is a registered charity and operates under section 9 of the Companies Act. The Board of Directors consists of volunteers who meet when the seasons change to provide guidance in the governance of the agency.


Our team of approximately 20 staff includes Registered Social Workers, Provisional and Registered Psychologists, Art Therapists, Cultural Support Workers, and people experienced with Corrections and children and youth.  


The Executive Director is responsible for overall leadership and administration of ACSA and supervising the agency’s employees and resources.



Vision  

Healthy, strong, and vital Aboriginal families and communities honouring the mind, body, spirit, and emotions.

 

Mission 

To provide safe new pathways to healing and wellness that will strengthen Aboriginal families and communities.


Values
Aboriginal Counseling Services of Alberta Values; Organization, Clients, Individuals, Team


Our Programs


Services provided by the ACSA team are grounded in the belief that growth and healing can take place when individuals, families and communities honor the Spiritual, Emotional, Physical and Mental aspects of self.


Circle of Safety Family Violence Program

A 16-20 week Circles for Indigenous men, women and children who have experienced violence. The program explores family violence using Indigenous teachings, traditions, and ceremony. It is grounded in the belief that whether families stay together or not, adults and children must remain safe and free from abuse.  Open to self-referred clients and referrals from Children and Family Services Caseworkers, Probation Officers, or community agencies.


Holding Our Anger Bundle for Indigenous Women

A 12-week, trauma-informed, innovative program moves beyond a “traditional” anger management program by offering a historical and cultural perspective (a combination of Ceremony, talking circles and expressive arts) where Indigenous women learn about the roots of their anger and how to express anger in healthier ways.  The program promotes personal healing from past hurts and trauma. The program runs 3 times each year. Open to self-referred clients and referrals from Children and Family Services Caseworkers, Probation Officers, or community agencies.


Supporting Children’s Resilience

A 20-session weekly program supports Indigenous children to develop, repair and sustain healthy relationships with themselves, others, and their communities by providing time for relationship-building and a sense of safety to grow. Each child can learn in an unstructured way, exploring curiosity, creativity, and expression at their own pace. Open to self-referred clients and referrals from Children and Family Services Caseworkers or community agencies.


Theatre Arts Youth Program

This project was developed in response to increased requests from the community and schools to develop preventative educational supports to Indigenous youth. It focuses on resiliency, self-regulation, understanding how trauma impacts the nervous system, and skill development for healthy interaction with peers. In 2023/24 we collaborated with the Edmonton Catholic Schools’ Braided Journeys program, which supports Indigenous junior and senior high school students to complete their secondary education and graduate. 



Board of Directors


President 

Janet Sue Hamilton

(2013 – Present) 

Former Warden for Edmonton Institution for Women.


Vice President 

Roma Cunningham

(2018 – Present)

Extensive work with High-risk Indigenous female offenders.

 

Treasurer

Dr. Fiona Angus

(2013 – Present)

Retired Professor of Sociology, MacEwan University.


Secretary 

Linda Fleury

(2015 – Present)

Retired Lawyer for Justice Canada.

 

Board Member 

Dr. Gwendolyn Villebrun

(2022 – Present)

Psychologist and Assistant Professor at University of Alberta.


Board Member

Michael Hoyt

(2023 – Present) 

Social Worker with Family Violence Prevention Team, City of Edmonton


Board Member 

John Weeks

(2023 – Present)

Assistant VP, Adult Residential Services, John Howard Society.


Executive Director (Retiring)

Sue Languedoc

(1992 – Present)

Co-founded ACSA in 1992.

Registered Social Worker who holds a bachelor’s degree in social work.  Area of expertise is working to address Aboriginal Family Violence. 


Sue has conducted Canada-wide research and co-wrote Reducing Family Violence in Canadian Aboriginal Communities; The Development of a Comprehensive Prevention Program, which led to the development and implementation of the Circle of Safety Family Violence program.



Download this Executive Director Employment Opportunity Profile
ACSA ED Job Ad Profile - MAY 2024
.pdf
Download PDF • 398KB



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