Ibrahim Absiye

Executive Director

CultureLinkBoard

Orientation

Today’s Session• (A) Agency Overview

i. History

ii. Organization Structure

iii. Management & Administration

iv. Funding & Finance

v. HR/Union/Collective Agreement

vi. Programming

vii. Local Settlement Strategy – where CultureLink is an active member

viii. CL Strategic Direction

• (B) CultureLink Current Programsi. Employment Services

ii. Community Connections

iii. Newcomer Services Program

iv. Youth & Seniors Services

v. Green Settlement

(A) Agency Overview

• 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

i. CultureLink History

CultureLink Settlement ServicesORGANIZATION STRUCTURAL CHART 2011

Programs & Personnel

Board of Directors

SETTLEMENT

Marketing / Promotion

Finance Manager

CommunityConnections

Employment Services

New comer Settlement Program

Executive Director

Settlement

Executive Assistant

Reception/Customer Services

Resources

Community Conections

Youth & Seniors

Library Settlement

Volunteers & Students

BookKeeper

IT Services

Green Settlement Initiatives

Roma Employment

iii. Management & Administration

• Management Team– Executive Director, Program

Director, Program Managers

• Administration– Executive Director, Executive

Assistant, Program Director, Program Managers, Administration Assistants

• Funders– 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

iv. Funding & Finance

• Finance

• 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

V. HR/Union/CA

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.

MISSIONCultureLink is dedicated to facilitating the independence

and full participation of newcomers in Toronto’s diverse community.

• Enhancing skills that promote self-sufficiency;• 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.

This is done by:

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/anti-oppression 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

• Direction

• Legal

• Financial

• Fundraising

• Planning

• Programs

• Efficiency and impact

Board's Governance Role: Represent the community's interest within

the organization.

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